An interview with a caregiver is not a quiz; it is a preview of a working relationship. The goal is to hear how this person thinks, not whether they can produce the answer you hoped for. These questions are organized by what they actually reveal.
Questions about experience
- Walk me through a typical day in your last role. What did you own, and what did the family own?
- What ages have you cared for, and which do you enjoy most? Why?
- Tell me about a family you loved working with. What made it work?
- Why did your last arrangement end?
Questions about judgment
- A child refuses to eat, nap, or cooperate — what do you actually do?
- When would you call me at work, and when would you handle it yourself?
- Tell me about a time you disagreed with a parent's approach. What happened?
- What would you do if a child was hurt while in your care?
Questions about fit
Fit questions have no right answers, which is what makes them useful. Ask what their ideal family looks like, what house rules they find hard to follow, and what they need from you to do their best work. Candidates who answer honestly here will be honest later, when it costs more.
The follow-up technique that changes everything
Whatever the first answer is, ask for a specific example. Rehearsed candidates describe philosophy; experienced candidates tell stories with names, mess, and imperfect endings. The second answer is the real interview.
What an interview cannot tell you
No conversation substitutes for verification. References from previous families, identity confirmation, and appropriate screening exist because interviews measure charm as much as competence. Treat the interview as one input alongside the checks, never instead of them.
Should my children be part of the interview?
For finalists, yes — a short, supervised visit tells you how the candidate engages when the audience is the child rather than the parent. Keep the first conversation adults-only so both sides can speak freely.
How many candidates should we interview?
Enough to have a real comparison, few enough to move quickly — for most families that means a handful of first conversations and a shorter list of in-person meetings. A search that drags loses good candidates to faster families.