Norms and best practices during hiring process

[Anonymous]

We are looking to hire a part-time nanny to become full-time in a few months. A few questions:

1. Normal to do a quick phone screen then meet in person at our home? Should we spend that time talking more about the job, seeing them interact with the baby, both?

2. Should we offer benefits (paid holidays and leave time) as soon as they start a part-time schedule or wait til it’s full time?

3. Payment practices - seems like most prefer cash. We’d prefer to go above board but open to cash while part-time if it’s otherwise a dealbreaker. How to approach that conversation and word in a contract?

4. Medical insurance - what is normally offered in terms of providing or paying toward a health insurance plan?

Thanks!

[Anonymous]

Anonymous wrote:We are looking to hire a part-time nanny to become full-time in a few months. A few questions:

1. Normal to do a quick phone screen then meet in person at our home? Should we spend that time talking more about the job, seeing them interact with the baby, both?
Do a phone screen followed by an in-person meeting that includes both job discussion and interaction with the baby.

2. Should we offer benefits (paid holidays and leave time) as soon as they start a part-time schedule or wait til it’s full time?
I would start benefits immediately. If your nanny works 4 hours per day while part-time, then one day of PTO = 4 hours of leave.

3. Payment practices - seems like most prefer cash. We’d prefer to go above board but open to cash while part-time if it’s otherwise a dealbreaker. How to approach that conversation and word in a contract?
By "cash" do you mean under the table? If you plan to pay under the table I would not put that into your contract since it is illegal...

4. Medical insurance - what is normally offered in terms of providing or paying toward a health insurance plan?
This varies widely. Some offer nothing, some offer a stipend that the nanny can use toward her insurance (typically $150 - $300 per month), and others pay the entire premium.

Thanks!

[Anonymous]

1. Normal to do a quick phone screen then meet in person at our home? Should we spend that time talking more about the job, seeing them interact with the baby, both? 1. Yes. 2. Both, and if you have pets make sure they and the pets get along. Our dog only growled at one candidate, ironically the one most qualified on paper. We didn't hire that person.

2. Should we offer benefits (paid holidays and leave time) as soon as they start a part-time schedule or wait til it’s full time? I would wait until it's full time.

3. Payment practices - seems like most prefer cash. We’d prefer to go above board but open to cash while part-time if it’s otherwise a dealbreaker. How to approach that conversation and word in a contract? I'd offer cash while part time with taxes taken out once full time.

4. Medical insurance - what is normally offered in terms of providing or paying toward a health insurance plan? We offer a set amount which we know pays for mid-range health insurance on the Obamacare site.

[Anonymous]

Anonymous wrote:

Anonymous wrote:We are looking to hire a part-time nanny to become full-time in a few months. A few questions:

1. Normal to do a quick phone screen then meet in person at our home? Should we spend that time talking more about the job, seeing them interact with the baby, both?
Do a phone screen followed by an in-person meeting that includes both job discussion and interaction with the baby.

2. Should we offer benefits (paid holidays and leave time) as soon as they start a part-time schedule or wait til it’s full time?
I would start benefits immediately. If your nanny works 4 hours per day while part-time, then one day of PTO = 4 hours of leave.

3. Payment practices - seems like most prefer cash. We’d prefer to go above board but open to cash while part-time if it’s otherwise a dealbreaker. How to approach that conversation and word in a contract?
By "cash" do you mean under the table? If you plan to pay under the table I would not put that into your contract since it is illegal...

4. Medical insurance - what is normally offered in terms of providing or paying toward a health insurance plan?
This varies widely. Some offer nothing, some offer a stipend that the nanny can use toward her insurance (typically $150 - $300 per month), and others pay the entire premium.

Thanks!

This is OP, thank you!! So fine to meet our house or do most people do some other public meeting place? And good point about the contract - it seems important to have one so in that case maybe should insist on going above board.

[Anonymous]

Meet after phone interview at your home. A nanny needs to see where she will be working

If you find someone great at the interview stage, offer her the job immediately pending reference and background check. Have your contract ready to be emailed. It’s very much a nanny’s market and you may lose a great nanny by just a couple days.

[Anonymous]

Definitely meet at your home.

Imagine if you were interviewing for a job and they would only interview you at Starbucks.

[Anonymous]

1. Normal to do a quick phone screen then meet in person at our home? Should we spend that time talking more about the job, seeing them interact with the baby, both? Yes, it is normal to do an initial phone screening/interview and then a follow-up in your home. Discuss the job and see the candidate interact with your baby. Both are important. I would also recommend the in-person meeting be in your home because (a) many nannies won't accept the job without seeing their work space (and, of course, they should be able to see their workspace prior to taking the job), and (b) this may make your child more comfortable, which will allow you to better assess the interaction.

2. Should we offer benefits (paid holidays and leave time) as soon as they start a part-time schedule or wait til it’s full time? I think you can go either way. If you intend for the nanny to go full-time, you will likely need to discuss both the part-time and full-time offerings with the nanny upfront. I'd personally offer the paid holidays and leave at the start of the relationship, and I suspect that would be a common approach if the nanny will transition to full-time, but both approaches seem appropriate.

3. Payment practices - seems like most prefer cash. We’d prefer to go above board but open to cash while part-time if it’s otherwise a dealbreaker. How to approach that conversation and word in a contract? Yes, most nannies seem to prefer to be paid under the table. You'll have to decide what you're comfortable with and also see what your desired nanny wants. I do think most families pay nannies off the books, but in DC there are a good chunk of families who pay above board.

4. Medical insurance - what is normally offered in terms of providing or paying toward a health insurance plan? This is really part of the negotiation between you and the nanny. Some families offer a stipend, particularly if hiring a long-tenured or career nanny, but my sense is this is not the norm and many nannies will not expect it. When we interviewed nannies, I did not have a single nanny even inquire about an insurance stipend, but I am aware of a local friend whose nanny requested a stipend (a career nanny with many years of strong experience).

[Anonymous]

Anonymous wrote:1. Normal to do a quick phone screen then meet in person at our home? Should we spend that time talking more about the job, seeing them interact with the baby, both? Yes, it is normal to do an initial phone screening/interview and then a follow-up in your home. Discuss the job and see the candidate interact with your baby. Both are important. I would also recommend the in-person meeting be in your home because (a) many nannies won't accept the job without seeing their work space (and, of course, they should be able to see their workspace prior to taking the job), and (b) this may make your child more comfortable, which will allow you to better assess the interaction.

2. Should we offer benefits (paid holidays and leave time) as soon as they start a part-time schedule or wait til it’s full time? I think you can go either way. If you intend for the nanny to go full-time, you will likely need to discuss both the part-time and full-time offerings with the nanny upfront. I'd personally offer the paid holidays and leave at the start of the relationship, and I suspect that would be a common approach if the nanny will transition to full-time, but both approaches seem appropriate.

3. Payment practices - seems like most prefer cash. We’d prefer to go above board but open to cash while part-time if it’s otherwise a dealbreaker. How to approach that conversation and word in a contract? Yes, most nannies seem to prefer to be paid under the table. You'll have to decide what you're comfortable with and also see what your desired nanny wants. I do think most families pay nannies off the books, but in DC there are a good chunk of families who pay above board.

4. Medical insurance - what is normally offered in terms of providing or paying toward a health insurance plan? This is really part of the negotiation between you and the nanny. Some families offer a stipend, particularly if hiring a long-tenured or career nanny, but my sense is this is not the norm and many nannies will not expect it. When we interviewed nannies, I did not have a single nanny even inquire about an insurance stipend, but I am aware of a local friend whose nanny requested a stipend (a career nanny with many years of strong experience).

OP: very helpful, thanks! Do you agree that a contract does not make sense if the nanny wants to be off the books (part or full time)? And is there a professional, respectful way of approaching these questions and asking for personal ID docs while hiring (I believe it may be necessary for any payroll system anyway)?

[Anonymous]

No phone screening, meet at your house

[Anonymous]

If you pay above board, you must complete an I-9, which requires you to see certain identity documents or verify eligibility to work in the US. If you plan to do this, make it clear in the at so candidates know they will be expected to prove it. Otherwise you will terrify any undocumented person who shows up.

[Anonymous]

Anonymous wrote:No phone screening, meet at your house

Absolutely yes to a phone screening first and then meet in person at your house.

[Anonymous]

No phone screening

[Anonymous]

Anonymous wrote:No phone screening

I couldn’t disagree more. Why would you say that, Pp? I weeded out quite a few candidates in the phone interview. First was English fluency. Second was just an unpleasant affect with some candidates. Why waste their time and mine but not doing a phone interview first?

[Anonymous]

Anonymous wrote:

Anonymous wrote:No phone screening

I couldn’t disagree more. Why would you say that, Pp? I weeded out quite a few candidates in the phone interview. First was English fluency. Second was just an unpleasant affect with some candidates. Why waste their time and mine but not doing a phone interview first?

+1. A phone interview first is a huge time saver for both nannies and me!

[Anonymous]

Anonymous wrote:

Anonymous wrote:1. Normal to do a quick phone screen then meet in person at our home? Should we spend that time talking more about the job, seeing them interact with the baby, both? Yes, it is normal to do an initial phone screening/interview and then a follow-up in your home. Discuss the job and see the candidate interact with your baby. Both are important. I would also recommend the in-person meeting be in your home because (a) many nannies won't accept the job without seeing their work space (and, of course, they should be able to see their workspace prior to taking the job), and (b) this may make your child more comfortable, which will allow you to better assess the interaction.

2. Should we offer benefits (paid holidays and leave time) as soon as they start a part-time schedule or wait til it’s full time? I think you can go either way. If you intend for the nanny to go full-time, you will likely need to discuss both the part-time and full-time offerings with the nanny upfront. I'd personally offer the paid holidays and leave at the start of the relationship, and I suspect that would be a common approach if the nanny will transition to full-time, but both approaches seem appropriate.

3. Payment practices - seems like most prefer cash. We’d prefer to go above board but open to cash while part-time if it’s otherwise a dealbreaker. How to approach that conversation and word in a contract? Yes, most nannies seem to prefer to be paid under the table. You'll have to decide what you're comfortable with and also see what your desired nanny wants. I do think most families pay nannies off the books, but in DC there are a good chunk of families who pay above board.

4. Medical insurance - what is normally offered in terms of providing or paying toward a health insurance plan? This is really part of the negotiation between you and the nanny. Some families offer a stipend, particularly if hiring a long-tenured or career nanny, but my sense is this is not the norm and many nannies will not expect it. When we interviewed nannies, I did not have a single nanny even inquire about an insurance stipend, but I am aware of a local friend whose nanny requested a stipend (a career nanny with many years of strong experience).

OP: very helpful, thanks! Do you agree that a contract does not make sense if the nanny wants to be off the books (part or full time)? And is there a professional, respectful way of approaching these questions and asking for personal ID docs while hiring (I believe it may be necessary for any payroll system anyway)?

I think most of these relationships, even those off the books (which are probably more common), are still documented with an agreement/contract covering schedule, holidays, vacation, pay, etc. I personally would want all of these things agreed upon in writing in advance. Ask your top candidate nanny about her expectations. I don’t think any good candidate will be surprised if you want to run a background check or need ID if paying on the books.