Our recruitment and screening process

At WORLDWIDE NANNY we follow a very thorough and selective process of recruitment and screening in order to keep offering the highest standard of service in the industry.

Our processes


WORLDWIDE NANNY go through a very selective and thorough process of recruitment. We will introduce our Clients only suitable and vetted candidates that match their criteria. All our candidates will have a minimum of 4 years of professional experience within Childcare field.
The Disclosure and Barring Service (DBS) helps employers make safer recruitment and avoid unsuitable people from working with vulnerable groups, including children. WORLDWIDE NANNY will help candidates with their DBS application if  they haven’t applied for one yet. When a check has been carried out by DBS a copy of the Disclosure certificate will be sent to the applicant. However the DBS only applies if the candidate is currently living or has lived in the UK. If the candidates are from foreign Countries, they will be asked to provide WORLDWIDE NANNY with a Clear, valid and recent Home country Police check.
Two references that WORLDWIDE NANNY will check Thoroughly

WORLDWIDE NANNY will take the necessary time to speak with candidate’s previous employers and take the reference  thoroughly in order to make sure that the candidates introduced come highly recommended.

The Paediatric first aid course focuses on emergency scenarios that face those looking after young children and infants, including day nurseries, private nursery schools, pre-schools, before and after school clubs for children in the early years age group, childminders and carers of children at home. The paediatric first aid course meets the Ofsted Early Years and Childcare Register requirements. The candidates will be booked in a Course through one of our Partners if needed.
At WORLDWIDE NANNY, all Candidates will be ask for their original Identity documents, Passports, Visa and Driving license if relevant and original Certificates or Diplomas.


  • 1 – Completing a detailed form prior to the interview
  • 2 – Going through every position they worked in (ages of the children, list of duties, reasons for leaving, etc…)
  • 3 – Asking the candidates for examples of activities and weekly menu plans
  • 4 – Listening to how candidates talk about their previous employers
  • 5 – Finding out more about  the candidates and their background
  • 6 – Finding out what their motivations are
  • 7 – Discovering why they think they would be the best fit for our clients
  • 8 – Making sure candidates are well presented and well mannered
  • 9 – Checking and verifying all original documentation
Nanny Recruitment Agency