A trial visit can show how a candidate communicates with the children and handles the real environment. It is not a demand for free labour or a substitute for screening. Define the visit in advance, pay the agreed amount, and keep a parent or responsible adult present.
Agree on the purpose in writing
Confirm the date, length, rate, payment method, people present, and activities planned. Two to four hours is often enough to observe a representative part of the routine without creating a full unpaid “test shift.” Check the employment rules that apply in your province whenever productive work or training is involved.
Explain that the trial does not guarantee an offer and that the candidate is also deciding whether the family and role are a fit.
Choose representative activities
Plan normal tasks rather than a performance designed to catch someone out. Depending on the role, this might include:
- preparing a snack or bottle;
- setting up age-appropriate play;
- getting ready for a walk or school pickup;
- managing a transition between activities;
- tidying child-related items;
- giving the parent a short handover.
Avoid high-risk first-day activities such as solo driving, swimming, administering medication, or managing an unfamiliar medical procedure.
Give a clear safety briefing
Before the trial, show exits, first-aid supplies, bathroom and changing areas, allergies, emergency contacts, and any immediate hazards. Explain house rules, but do not expect the candidate to memorize the full family handbook.
If cameras operate in the home, disclose them clearly. A hidden-camera “test” undermines trust and may raise legal and privacy concerns.
Observe without staging problems
Watch how the candidate approaches the children, scans for safety, follows routines, responds to cues, and asks questions. Notice whether they can accept a correction without becoming defensive and whether they explain concerns rather than hiding them.
Do not deliberately create an emergency, provoke a child, or instruct the candidate to use practices they consider unsafe. The trial should resemble respectful work.
Give the candidate room to assess you
The caregiver should be able to observe the workload, household communication, space, pets, and expectations. Invite candid questions. If the advertised role differs from what is demonstrated, revise the description and compensation before making an offer.
Debrief after the visit
Set aside ten minutes without the children listening. Ask:
- What felt clear or unclear?
- Did the pace and duties match the description?
- What support would help during the first week?
- Is either side concerned about schedule, boundaries, or safety?
Pay promptly, even if you decide not to hire the candidate. Then write factual observations under consistent criteria: safety awareness, interaction, routine management, communication, and fit with the defined duties.
Decide on evidence, not one perfect moment
Children can be unusually excited, shy, or dysregulated with a new person. A smooth trial is encouraging but does not replace references or a background check. A difficult transition is not automatically a failure if the candidate responded calmly and appropriately.
If you proceed, confirm the offer and use a written nanny work agreement before the regular start date.