By Yossi Pinkas, TakeCare, http://www.take-care.me/
Selecting a caregiver for children is a difficult task for parents and the risk of making a wrong choice is frightening. Most articles on the topic of hiring a nanny advise parents to interview the nannies, check their references, and perform a background screening. While each of those screening tools is important, they all have their limitations and do not necessarily provide sufficient information to make the best possible choice.
The purpose of an interview is to obtain enough knowledge about the nanny candidate to determine whether he or she is suitable for the job. Yet, interviews often fail to reveal important facts or problematic personality traits, and their predictive value is limited, even when conducted by several properly trained interviewers.
Reference checks are an important component of the screening process, since past performance is usually a good indicator of future performance. Nevertheless, such references are highly subjective and in some cases past employers may even prefer, for various reasons, to omit certain details which may harm the candidate in his search for a new position.
Background screening is often used to verify facts about the job candidate. Such checks may include identity verification, criminal records search, credit checks, past employment and education verification, driving abstracts and more. It is important to bear in mind that accuracy of the various databases searched may be limited for various reasons. More than that, having, for example, a clean criminal record means a person has never been convicted of such activity but does not necessarily indicate that a person has never been involved in criminal activity or has a tendency to do so.
Performing nanny personality assessments can significantly improve the selection process and minimize the risk of a wrong choice. Personality assessments are psychological tests that analyze a person’s character and personal traits. The optimal personality assessment for nannies, au pairs, and babysitters should combine both testing for relevant personal traits and risk assessment, with a strong focus on the later. Relevant personal traits may include responsibility, obedience and discipline, self control, emotional stability, coping with pressure, positive attitude, and service awareness. Risk assessment should cover issues such as violent behavior, drug abuse, drinking problems, truthful reporting, respect to property, and more.
Nowadays, nanny personality assessments are becoming available online to all parents. Making such tests easily accessible, as well as designing them to be easy to use and understand by non-professionals, allows more and more parents to incorporate personality assessments into their own nanny selection process.
Nanny personality assessments do not replace interviews, reference checking, or background screening. Making personality assessments an integral part of any nanny, au pair, or babysitter selection process, in addition to the existing selection tools, will allow parents to make the best and most informed hiring decision, ensuring their kids are in good hands.
To find out more about nanny personality assessment tests visit TakeCare.
Tomorrow: The Benefits of Personality Assessment Tests
Wednesday: Challenges of Using Personality Assessment Tests
Have you ever taken a personality assessment test while interviewing for a nanny job?