A nanny interview should help both the family and candidate understand the proposed working relationship. It is most useful when questions are practical, consistent and connected to the role. The aim is not to catch someone out or investigate her private life; it is to understand experience, judgement, communication and expectations.
Prepare the role before preparing questions
Write a short description of the position first. Include the child’s age, core childcare duties, schedule, working arrangement, language expectations and any appropriate household support. Separate essential requirements from preferences. Without this preparation, candidate answers are difficult to compare because each person may be imagining a different job.
If you need help structuring the search, the Filipino nanny agency and recruitment consultancy page explains how a family brief can guide candidate selection.
Questions about previous responsibilities
Begin with open questions that invite a candidate to describe real work:
- What did a typical day look like in your most recent role?
- What were the ages of the children and which duties were your responsibility?
- Which tasks did you manage independently and which were shared with a parent?
- What routine was most challenging, and how did you approach it?
- How did you clarify a task when family expectations changed?
Listen for specific responsibilities and decision boundaries, not only job titles. “Can you give an example?” is often the most valuable follow-up question.
Questions about childcare routines
For childcare-focused roles, ask how the candidate follows a family’s established routines. Topics may include meals, sleep, school preparation, play, screen use and parent updates. You are not testing medical expertise; you are looking for careful observation and reliable communication.
- How do you learn and record a new child’s routine?
- What would you tell a parent at the end of the day?
- How have you managed different routines for siblings?
- How would you support a child who is taking time to become comfortable with you?
Families with a baby can also use the first-week onboarding guide to identify the routine information that should be discussed during interviews.
Questions about communication
Daily communication is often more important than polished interview language. Ask what the candidate does when an instruction is unclear, how she raises a concern and how she responds to feedback. If English interaction is part of the role, conduct part of the conversation in English and focus on mutual understanding.
- How would you confirm an instruction you did not fully understand?
- Can you describe feedback that changed the way you handled a task?
- Which updates should be shared immediately and which can wait until handover?
- How do you prefer a family to explain a change in routine?
Discuss unexpected situations calmly
Scenario questions can reveal how a candidate organises her thoughts. You might ask what she would do if a child fell, if a parent could not be reached or if an agreed routine suddenly changed. Do not ask the candidate to provide medical advice. Look for a sensible sequence: keep the child safe, follow family instructions, contact the appropriate person and communicate clearly.
Every family should later provide its own emergency contacts and written instructions. An interview answer is not a substitute for onboarding.
Clarify household duties
If the role combines childcare with household support, name the tasks. Cleaning, meal preparation, laundry and ironing can mean very different things in different homes. Ask which duties the candidate handled previously and how she prioritised them when children needed attention.
A primarily household-focused role may be better framed as domestic helper support. A childcare role should keep the child’s immediate routine and safety as the clear priority.
Discuss schedule and live-in expectations
Explain the likely working days, handover points, accommodation and whether evening or overnight support is part of the proposed role. If some details are not decided, say so. Ask whether the arrangement matches the candidate’s own working preference.
For a live-in role, describe the room, shared spaces, privacy and household rules. “Flexible” should not be used as a substitute for explaining the normal pattern and how occasional changes are communicated.
Reference questions
With the candidate’s knowledge, references can confirm the broad role, period of work, reliability of communication and whether the former employer would consider working with her again. Keep the discussion role-related. Do not seek addresses, children’s identities or private family information.
Questions to avoid
Avoid intrusive questions about religion, family planning, unrelated health matters or other protected aspects of private life. Ask neutral questions about genuine job requirements instead: for example, whether the candidate can work the proposed schedule or is comfortable with a stated duty. Avoid nationality-based assumptions and do not ask for unnecessary identity documents during an early interview.
After the interview
Use the same evaluation headings for each candidate: relevant experience, communication, approach to routines, working preference, references and unresolved questions. Keep factual notes and consider a second conversation when important details remain unclear.
Published candidate profiles are available on the candidate page. To discuss interview coordination and a role-specific shortlist, contact Pinoy Nanny. A successful interview is a structured conversation in which both sides can decide whether the role is clear and workable.