Family Online Meeting:
What You Should Not Ask the Candidate!
Amelie Care's Guide to a Successful and Respectful Interaction
At Amelie Care, it is our heart's mission to ensure that every recruitment begins with respect and trust. Amelie Care has already performed a professional, anonymous pre-selection for you and verified the candidate's skills through written assignments and interviews.
When it is your turn to meet the candidate online, the situation is often a more informal conversation. However, it is important to remember that even though it is a relaxed introduction from the comfort of your home, the family is legally in the role of the employer. Privacy protections and the law apply even during a video call: you should not ask the candidate just anything; the conversation must relate directly to the work the caregiver will be doing in your home.
This list is designed to help you navigate the introduction so that the encounter remains warm, yet professional and legally compliant.
Military or Civil Service: You may not ask if a candidate has completed their service or when they plan to do so. This information is not relevant to childcare.
Ethnic Origin and Nationality: Questions about roots or nationality are prohibited to avoid the risk of discrimination. You may verify the existence of a work permit, but not the candidate's origin.
Age: You should not ask for the candidate's exact age or date of birth unless there is a legal age limit (e.g., regulations for employees under 18). Selection must be based on skills, not age.
Trade Union or Association Membership: Membership in a union is sensitive information that does not affect job performance.
Credit Information: You may not check a nanny's credit "just in case." It is only permitted for roles involving significant independent financial responsibility (e.g., access to the family's bank accounts).
Medical Diagnoses and Illnesses: Employers may not ask about diagnoses, medications, or medical history. Only current functional capacity is relevant (e.g., "Are you able to lift a child?").
Family Situation and Personal Children: Whether a candidate is married, has children, or how they arrange care for their own children is protected under privacy laws.
Political Convictions: Political views or party involvement are private matters unrelated to care work.
Pregnancy and Family Planning: Questions about pregnancy, potential maternity leave, or future plans for children are strictly prohibited and discriminatory.
Criminal Record (Direct Questioning): You should not ask "have you committed crimes." Instead, the law requires that those working with children provide an official criminal record extract for inspection before the employment contract is signed.
Diet and Special Diets: Since diet often reveals health status (allergies/illnesses) or religious beliefs, it should not be used as a screening factor in an interview.
Sexual Orientation: This is one of the most legally protected areas of privacy and is unrelated to professional competence.
Social Media and "Googling": An employer may not search for information about a candidate on Google or social media. All information used for decision-making must be collected from the candidate themselves.
Smoking in Private Time: An employer can prohibit smoking during working hours and on their premises, but a candidate's smoking habits or cigarette consumption during their free time is not the employer's business.
Religion and Worldview: Religious conviction is protected information. A family may not choose a sitter based on their religious affiliation or beliefs.
What the family CAN ask (Correct ways to phrase your questions):
Schedules and Commitment: "We are looking for a long-term nanny. Do these working hours suit your current life situation and can you commit to them?"
Language Skills and Reading: "Our child is just learning to speak. Are you comfortable communicating in English, and would you be happy to read books with them daily to support their language development?"
Pets: "We have a cat/dog. Do you have any health-related reasons that would prevent you from working in a home with pets?"
Physical Capacity: "Do you have any physical limitations that would prevent you from engaging in active play or lifting a child?"
Smoking: "Our home is strictly smoke-free. Are you able to commit to being smoke-free during working hours?"
Following Rules: "We have specific rules regarding things like treats or screen time. Are you comfortable following our family's guidelines?"
Food: "The job involves preparing lunch for the children. Are you comfortable handling meat, fish, and vegetables?"