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[quote=Anonymous]OP nannies of course hope for a yearly raise and hope its big but that doesn't mean that it happens. The positions that involve keeping a long term nanny usually hit a ceiling. Its also not unreasonable to make a change in nannies when the second child is born or further down the line if the nanny's expensive is not matching the market.

1. Don't overload on extra perks on the initial offer. Nanny candidates are looking for salary/rate first. You can offer lots of stuff but this becomes more of an entitlement and not as important in accepting the initial offer. If you add perks along the way to reward great performance, it will be more appreciated.

2. Don't be afraid to negotiate. Nannies will ask for a higher rates/salaries then the market or what they will accept. Every single candidate that we turned down because they were asking beyond our budget came back immediately offering to accept something within our budget. This allowed us to bank part of he budget for future raises.

3. Look at the candidate's job history, was she a long term nanny or someone who was always let go or left within 1-3 years. If you really want someone for long term then its more likely to find a match with someone who has done this before. One of characteristics of a long term nanny is flexibility in the tasks she will do and is capable of doing as children's needs change.

4.Realize that within your candidate pool you are seeing a chunk of nannies who no one else will hire. They are constantly circling all the ads. We were initially surprised how many nannies applied with strange expectations like bringing their child, couldn't drive, not paying taxes..deal breakers for us. They are not representative of the nanny market, just representative of the ones that have more difficulty finding a job.[/quote]

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