What the agency does before introducing a candidate
Our screening process combines the household brief, candidate interview, professional references, role-relevant document evidence and communication assessment. The current client Terms and Conditions remain the legal baseline: the agency uses appropriate interviews and professional checks and obtains references, while the family remains responsible for satisfying itself about suitability and for any background, criminal-record, qualification, driving and right-to-work checks required for the role.
That division matters. Agency screening reduces uncertainty; it does not transfer the household employer’s legal responsibilities to us.
1. We start with the real household brief
Screening only has meaning against a defined job. We ask the family to state the children, ages, normal hours, duties, live-in or live-out arrangement, location, start date, driving or travel requirements and any household work. For a nanny-housekeeper, the childcare and housekeeping split should be explicit.
Use our job description templates before recruitment starts.
2. Every nanny and nanny-housekeeper we represent is interviewed
Our current candidate process includes an agency interview before a nanny or nanny-housekeeper is put forward to a family. Initial screening is usually by phone or video. Further video or face-to-face discussion may follow depending on the candidate and the seniority or complexity of the role.
Interview questions cover previous roles, children’s ages, working arrangements, reasons for leaving, availability, salary expectations, duties, safety judgement and how the candidate would handle common childcare or household scenarios.
3. We assess communication for the actual role
We do not infer English ability from Filipino nationality. At least one substantive candidate interview is conducted in English, using ordinary conversation and scenario questions so we can assess whether the individual can understand instructions, explain routines, ask questions and communicate clearly about the job.
For some candidates we also use a short written introduction or daily-log style exercise. Reference calls can provide another view of how the candidate communicated with previous employers. Accent is not the test; functional, safe, role-appropriate communication is.
4. We normally seek at least two professional references
Our standard practice is to seek a minimum of two professional references, ideally including the most recent family or employer in a comparable household or childcare role. For senior or more complex private-household roles we may seek additional references.
Where possible, we contact previous employers directly rather than relying only on a document supplied by the candidate. We ask about dates, duties, children’s ages where relevant, punctuality, reliability, communication, household or childcare standards, reasons for leaving and whether the referee would employ the person again.
Our client terms still require the family to satisfy itself about suitability and to take up or corroborate important reference points where appropriate.
5. Paediatric First Aid is treated as a core nanny requirement
For almost all nanny and nanny-housekeeper roles we represent, current agency policy treats paediatric First Aid as required, particularly where babies and young children are involved. The exact course or renewal requirement should match the role and any registration framework that applies.
First Aid is evidence about training; it is not a guarantee of judgement or suitability. Families should ask to see the current certificate where it matters to the brief.
6. DBS and overseas police-clearance evidence
For UK childcare roles, our current representation policy expects relevant criminal-record evidence such as an enhanced DBS for UK-based candidates or appropriate overseas police/NBI clearance for overseas history. Where a candidate later becomes eligible for a UK check, that UK evidence should be dealt with through the correct route.
The family’s responsibility remains separate. Our published client terms state that the client is responsible for obtaining any necessary background, criminal-record or police checks and for asking to see relevant certification. GOV.UK provides the current eligibility route at find out which DBS check is right for an employee.
7. Driving is checked only when the job needs it
A driving licence is not an automatic requirement for every London nanny. Where the family brief includes driving, such as school runs or regular activities by car, we treat a valid licence and role-appropriate driving ability as part of the matching evidence. Where driving is not part of the job, it may be useful but is not a reason to exclude an otherwise suitable candidate.
8. Right to work is a statutory employer check
Every UK employer must check that the prospective employee has the right to do the work offered before employment begins. The household must use the current Home Office process and should apply checks consistently without making assumptions from nationality, surname, accent or perceived origin.
Use GOV.UK: check a job applicant’s right to work and our right-to-work guide for nanny employers.
9. Why we may decide not to introduce a candidate
We do not send every applicant to a family. Common reasons for not progressing or not introducing someone include:
- weak, inconsistent or unverifiable references;
- CV dates or employment history that cannot be reconciled;
- communication that is insufficient for the safety and responsibilities of the role;
- missing evidence that is essential to a particular brief, such as First Aid or driving for a driving role;
- availability, duties or salary expectations that do not match the vacancy;
- an unwillingness to perform the clearly stated housekeeping component of a nanny-housekeeper role;
- right-to-work expectations that do not match the actual legal position.
These are job-relevant criteria. Nationality is not used as a proxy for competence, honesty, communication or suitability.
Agency screening and employer verification are not the same thing
| Area | Agency process | Family/employer responsibility |
|---|---|---|
| Role brief | Clarify children, duties, hours and arrangement | Provide an accurate job description |
| Candidate interview | Interview candidates before representation | Interview shortlisted candidates for the household |
| References | Normally seek at least two and contact referees where possible | Satisfy yourself about suitability and follow up material points |
| Communication | Assess in interview/scenarios and sometimes writing | Confirm communication works for your family’s actual needs |
| First Aid | Normally required for nanny/nanny-housekeeper representation | Check the certificate is current and appropriate to the role |
| DBS / police clearance | Expect relevant evidence as part of current candidate policy | Obtain or verify any check legally or practically required for the role |
| Driving | Assess when driving is part of the brief | Check licence, insurance and vehicle arrangements that apply |
| Right to work | Can discuss status during recruitment | Complete the statutory right-to-work check before employment |
From more than 800 placements
Filipino Nanny Agency has completed more than 800 placements since it was founded in 2023. One lesson from that work is that screening is most useful when it is tied to a precise role. A candidate who is strong for one family may be wrong for another because the children, hours, household workload, travel, driving or living arrangement are different.
We therefore avoid a vague “pre-vetted means suitable for everyone” claim. We use the evidence above to decide who should be introduced, and the family then makes the final hiring decision against its own brief.
What should you verify before making an offer?
- The candidate’s experience matches the children and duties.
- References have been obtained and important points followed up.
- Paediatric First Aid and any required qualification evidence have been seen.
- The correct DBS/background process for the role has been dealt with.
- Driving evidence has been checked if driving is part of the job.
- The statutory right-to-work check is complete.
- Hours, gross pay, duties and live-in or live-out terms are clear.
- Any trial is agreed before an offer and handled under the applicable terms.
Next step
Read how to hire a Filipino nanny for the full sequence. If you already have a brief, complete the client enquiry form.