Over the last year it would be fair to say that the UK has been reeling from the stories in the press about Child Abuse and Paedophilia, alongside a highly distressing tale of a ‘babysitter’ found on Gumtree who raped and assaulted small children. He’s 23 now and will be released in 8 years when he is 31. He sadly had ‘form’ and the family did not see a CRB police clearance.
Anyone involved professionally in the recruitment of childcarer’s views this story with a heavy heart. Those that follow this blog know that we are passionate about safe recruiting, thorough interviewing, checking references, following through on every detail of an interview and understanding the subtlety of what is not said rather than what is said. As Human Resources specialists it comes as second nature and frankly rather like a detective we have a healthy dollop of cynicism when we read an application form and conduct an interview – not distrusting – just always wanting proof and explanations for gaps, short term posts and responses to questions testing underpinning knowledge. Bonafida child-carers tell us this makes them very happy as it allows them to stand out as the professionals they are.
The world is changing, shrinking in fact and as a result it appears that accessing information and connecting to, reaching out to people has become considerably easier and with that internet searching and recruitment of nannies has become not just an add-on but one of the most common ways of finding a Nanny. Carers upload their photos and CV’s and parents trawl through looking for a match. Frankly the nannies are just as fearful of finding a bad penny as the parents. As a standalone method of recruiting a nanny is this a good enough method? As a standalone method of presenting ones most prized information – ones work history – to a family is this a good enough method? Can we do more to diminish the risks this method poses to both recruiting family and carer. Just because the two parties can find each other easily and appear to have sympathetic views about childcare doesn’t mean that the risks are diminished. Would you step into a car parked on the sidewalk simply because the car looks nice and the driver is smiling at you – no you wouldn’t in a million years, so why pursue and invite into your home someone unchecked on the basis they seem friendly and upbeat. Equally why should a Nanny step into an unknown environment.
Riverside, responding to recent events and having a team that have undertaken Safe Recruiting training has created a service especially geared to the needs of a parent wanting to recruit solely from the internet and nannies aren’t left behind as we have created a unique service to support Nanny’s seeking jobs on the internet. Think of it as a shopping list of services ranging from international reference checking, CV sorting, carrying out police clearances to one to one interviewing. Basically cherry pick the parts you need to support your search and really help your strongest desire which is to recruit safely. Using our team means you buy into 23 years of expertise in the specialist area of childcare delivery, childcare recruitment and childcarer training.
Safe Recruiting is an industry expression for good practice when recruiting. Safe recruiting means you have all the answers and confirmations you need before leaving your child alone with a complete stranger. Standing side by side with you during your recruitment journey means you’re not alone during the recruitment process – we can help with any area that you feel would improve by having a professional alongside and the cost of each seperate segment is entirely affordable. And it’s flexible and can be used if for example you are recruiting a carer for an elder member of your family.
Nanny Screening Service just makes plain good sense – honestly not sure why we didint think of it earlier!
Contact our team at email@example.com for more information about our Nanny Screening Service