Anonymous wrote:If she quits her job to work for you you have a responsibility to make sure she is taken care of. I would be really hesitant to fire or reprimand her. Is that a burden you wish to take on?

That is patently absurd.

It sounds like you already don't want to hire her and you haven't even interviewed. If you want someone with more experience than move on and don't waste this girls time. In the future clearly state you will hire on a trial basis. By the way, anyone you hire and fire will be screwed so why worry about it now?

You haven't even interviewed with her yet. Maybe you will have no interest in hiring her.

If she quits her job to work for you you have a responsibility to make sure she is taken care of. I would be really hesitant to fire or reprimand her. Is that a burden you wish to take on?

Anonymous wrote:To be blunt: I am afraid I will hire her and have to fire her. If she's a bad fit.

Well that's true of anyone you hire. No matter who you hire they will be counting on the job. You can't hire on the basis of whom would be less negatively impacted if you had to fire them.

I think you need to reframe your thinking about this hire. You are an employer, hiring a professional. You should act professionally, treat them as professionals, frame the job for which you are hiring clearly, and hold them to the specifics of the job you hire them to do.

If they fail to perform the basic functions of the job that was clearly defined then you have to manage that as any employer would.

Put your professional hat on. I know the nanny/employer relationship is uniquely personal, but it's still a formal employment scenario and you (and the nanny) will be well served by approaching it professionally.

How many/what kind of refs did you get? How did you find her?

I think my main concern would be the lack of experience.
Lots of babysitting is different than caring for a child 8+ hours a day especially if she is very young.
I'd worry it won't be as great as she dreamed it to be and quit after a few weeks.

That said she showed great maturity with wanting to giver her employers 2 weeks notice so that's a good sign.

That's a gamble she's choosing to take. That's the gamble everyone takes when they quit one job to move on to another.

Assuming this person is an adult, it's her decision to make. If you have to fire her, fire her.

To be blunt: I am afraid I will hire her and have to fire her. If she's a bad fit.

MB here. I don't understand your concern. Would you prefer to only hire people who are unemployed?

I'd have to give notice if I took a new job, our nanny would have to give us notice, presumably you'd have to give notice, etc...

This is how the world works.

She has quite a bit of sitting experience and is fairly young. I suppose that's why I'm leery of her quitting her job. I am certainly not out to make anyone unemployed. She hasn't interviewed yet.

Well, it sounds like she doesn't have nanny experience? In that case you never know and are taking a chance. Any employer takes a chance when they hire someone. The fact she a) has a job and b) takes it seriously enough to give notice is a good omen in my opinion.

Point taken.

How does it work in your profession?

We are in the process of hiring and one candidate has said she just needs to give two weeks notice to her current employer (not a NF). While I applaud that, I am uncomfortable with someone quitting her job to work for me. What if she's awful? Am I overthinking this?