What is vetting?
Vetting is the process of verifying a candidate’s identity, employment history, qualifications and background. It is a fundamental part of our recruitment process and helps ensure that the information provided on a candidate’s CV and registration documents is accurate.
As part of our vetting process, candidates are required to provide appropriate identification and supporting documentation, which may include a passport or driving licence, proof of address and copies of relevant childcare qualifications or certificates.
We also request written references from previous employers, together with permission to contact referees directly and verify the information provided. While the industry standard is generally to obtain and verify a minimum of two professional references, Mayfair Nannies endeavours to contact all relevant previous childcare employers wherever possible.
Candidates working within the UK are required to hold an appropriate Enhanced DBS certificate, ideally registered with the DBS Update Service. Where necessary, we can assist candidates with obtaining a new DBS check.
Candidates who have lived or worked overseas may also be required to provide an appropriate police or criminal-record check from the relevant country.
All candidates understand that documentation obtained during the vetting process may be shared with a prospective employer where appropriate and with their consent.
What is screening?
Vetting establishes that a candidate’s background and employment history can be verified. Screening goes a step further.
We assess each candidate’s experience, skills, personality, communication style and suitability for the individual role and household.
Our clients come to us because they are looking for more than a CV. We take the time to understand the family’s parenting style, household dynamic, lifestyle and expectations, while also getting to know the nanny and the environments in which they are most likely to thrive.
By interviewing candidates thoroughly and speaking directly with previous employers, we are able to build a much clearer picture of their strengths, experience and suitability for each position.
For our permanent nanny placements, candidates are generally expected to have a strong track record of professional childcare experience within private households, with particularly substantial experience required for demanding rota and international positions.
Our process
At Mayfair Nannies, safeguarding, discretion and thorough due diligence are at the heart of our recruitment process.
Every candidate we represent is personally interviewed and carefully assessed before being introduced to a family. We review their employment history, verify relevant references and documentation, and explore their experience in detail.
Where we are unable to satisfactorily complete our vetting and screening process, we will not represent the candidate.
Our Founder and Director, Tania Pomroy-Smith, explains:
“When employing someone to work within your private household and care for your children, thorough vetting is essential. It helps establish that the individual is experienced, reliable and suitable for the responsibility being placed upon them.
References, background checks and a detailed interview all form an important part of that process, but so does getting to know the person behind the CV.
Our role is not simply to introduce candidates. It is to understand both the family and the nanny, carry out appropriate checks, and make considered introductions with the aim of creating safe, successful and long-term placements.”
