A short phone or video call can prevent both the family and the candidate from spending time on an in-person interview when the basic conditions do not match. It should confirm essentials and reveal what needs deeper discussion; it should not become a rushed final interview.
Prepare the same core questions
Plan a 15–20 minute call and use the same core questions for every candidate. Keep the role brief, profile, and a note sheet in front of you. Tell the candidate how long the call will take and whether anyone else will join.
Begin with a concise summary: children’s ages, neighbourhood, schedule, start date, and main responsibilities. Ask the candidate to confirm that these still work before moving on.
Ask for relevant examples
Useful questions invite a specific experience rather than a yes-or-no answer:
- Tell me about your most recent child care role.
- Which ages have you cared for independently?
- How did you organize meals, naps, school runs, or activities?
- Describe a difficult day with a child and how you responded.
- How do you communicate updates or concerns to parents?
- What type of position are you looking for now?
Listen for detail, realistic judgement, and the ability to explain decisions calmly. There is no single “perfect” style, but the examples should fit the responsibilities in your role.
Confirm practical requirements
Review availability, expected duration, commute, pay expectations, vacation already planned, and whether the person is willing to perform each major duty. If driving is required, ask about licence status, access to a vehicle, and comfort with the route; verify documents later rather than collecting them during an initial call.
If the candidate may become a household employee, explain that pay and employment details will be put in writing and handled according to applicable requirements. Do not promise a classification or payroll arrangement before reviewing the actual relationship.
Discuss safety without rehearsed answers
Use one or two short scenarios relevant to your children:
- What would you do if a child developed a fever during the day?
- How would you handle a toddler running toward a parking lot?
- What information would you need before taking a child to an activity?
You are assessing whether the candidate stops, protects the child, contacts the right person, and recognizes the limits of their role. Detailed medical or emergency procedures belong in the later interview and orientation.
Explain the remaining process
Tell the candidate what comes next: an in-person interview, reference checks, possible documentation, and a paid trial visit if appropriate. Ask whether they are comfortable with that process and give them time to ask questions.
Do not request a Social Insurance Number, banking information, copies of identity documents, or payment from a candidate at this stage. Sensitive information should be collected only when necessary, through a secure process, and for a clear purpose.
Evaluate after the call
Immediately record factual notes under the same headings for every candidate:
- schedule and location match;
- relevant age-group experience;
- examples of judgement and communication;
- compensation expectations;
- questions that remain unresolved;
- candidate’s own questions about the family and role.
A warm conversation is encouraging, but it is not a substitute for verification. Advance the candidates whose answers are coherent and whose practical conditions align with the job.
A respectful closing
If there is an obvious mismatch, say so politely instead of leaving the candidate waiting. If you need time, provide a realistic follow-up date. For promising candidates, confirm the in-person interview details in writing and state who will attend.
The screening call narrows the field. It should not be used to pressure a candidate into an immediate commitment or to skip the reference-checking stage.