Remote meeting between family and candidates  

Amelie Care's guide to a successful meeting

Our recruitment process is based on mutual respect and trust. We publish your job posting anonymously, perform thorough background checks, and conduct initial interviews. When it is time for your family to meet a candidate via video call, the atmosphere may be informal; however, please remember that you are legally the employer. Privacy laws and regulations apply during the video call just as they would in a physical setting.

The conversation should focus solely on the work the candidate will be performing in your home. Below are the topics you must avoid, as well as guidance for a successful interview.

These matters are protected by privacy laws – do not ask these:

Ethnic origin and nationality: 

Questions about roots are prohibited to avoid the risk of discrimination. You may verify the candidate's right to work, but not their origin.

Age: 

You should not ask for the candidate's exact age or date of birth. Selection must be based on professional competence, not age.

Trade union or association membership: 

This is sensitive information that does not affect job performance.

Credit information: 

You may not check credit records "just in case." This is only permitted for roles involving significant independent financial responsibility.

Medical diagnoses and illnesses: 

Employers may not ask about diagnoses, medications, or medical history.

Family situation and children: 

Questions about marital status, the number of children, or how the candidate arranges childcare are protected under privacy laws.

Political convictions: 

Political views are private matters unrelated to care work.

Pregnancy and family planning: 

Questions about pregnancy, maternity leave, or future plans for children are strictly prohibited and discriminatory.

Diet: 

Since diet often reveals health status or religious beliefs, it should not be used as a screening factor.

Sexual orientation: 

This is a legally protected aspect 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 provided by the candidate themselves.

Smoking during free time: 

You may prohibit smoking during working hours, but the candidate's smoking habits during their free time are not the employer's business.

Religion and worldview: 

Religious conviction is protected information, and a hiring decision may not be based on it.

Special Note: Criminal Record Check

The law requires an official criminal record check for those working with children before an employment contract is signed.

Important: You must not copy, scan, or store the document.

Procedure: The family must inspect the original document, after which it is returned to the candidate. You only need to make a note in your records: "Criminal record check verified on [date], no remarks."