People. Companies. A more informed tomorrow.
RRSource helps you see the bigger picture — real experiences, verified information and what happened after the job.
Few hiring decisions carry higher stakes than choosing who looks after your children. Here is a thorough, fair process for vetting a nanny.
Hiring a nanny means trusting someone with your children, your home and your routines, often with very little independent information about them. A careful vetting process protects your family — and it also protects good nannies, whose reliability deserves to be recognised.
Before you advertise, write down the hours, duties, pay, whether driving is required, and any qualifications you expect, such as first aid training. A clear role description attracts the right candidates and gives you consistent criteria to assess everyone against.
Every other check depends on knowing you are dealing with the real person. Check original photo identification and confirm the name matches the rest of the application and the candidate's right to work where you live.
Childcare background checks differ widely between countries. Common elements include criminal record checks (often at an enhanced level for work with children where the law provides for it), checks against registers for people barred from working with children, and a driving record check if the role involves driving. Use official or regulated screening routes, get the candidate's consent, and follow the rules on how results may be used.
The strongest references come from recent childcare roles where the candidate worked for several months. Speak to references by phone rather than relying on written letters, and confirm that the referee is who they claim to be — for example by checking they are a real parent or agency, not a friend. Ask:
Scenario questions reveal more than a CV: "What would you do if my child had a fever and you couldn't reach me?" "How do you handle a toddler's tantrum in a shop?" Look for calm, specific, safety-first answers.
A paid trial day or week lets you observe how the candidate interacts with your children and whether routines work in practice. Stay nearby for at least part of it.
A written agreement covering hours, pay, duties, notice and confidentiality prevents misunderstandings and makes disputes far easier to resolve.
A nanny who has cared well for three families over ten years often has nothing to show for it except a few references that may no longer answer the phone. RRSource lets carers build a portable, identity-verified Reputation Record that families can check with their permission — and lets families build one too, because good carers deserve good employers. It works alongside, not instead of, the formal background checks required where you live.
Background check availability, employment law and childcare regulation vary by country. Confirm what applies before you hire.
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