Creating a Nanny Resume
Regardless of the type of job to which you apply, your resume provides a first impression of your education, qualifications, and experiences. While a nanny resume is not so different from other career fields, it is important to follow a few rules in order to present yourself in a professional manner. Since a resume offers that first glimpse, you want to highlight your nanny experience in an organized and detailed manner.
As like other resumes, you want to begin by placing your name and contact information at the top of the page. Your name should be in bold font, so that it is easy to read. You must remember that when an employer or agency reads a resume, they often read over it relatively quickly, looking for key points. Therefore, it is vital to always highlight the important details, such as your name, education, employment details, and skills.
After your contact information, you have a couple of choices. Some people choose to include an “objective”, that is, the reason why you are seeking a nanny position. When stating an objective, it is important to include more than “seeking a full-time job”. That is not an objective. A true objective will identify what skills you intend to use and why you want to work for that person/company. An example of a stronger objective is, “Seeking a nanny position that will utilize my diverse set of skills and help me in gaining practical experience”.
Once you have decided upon your objective, you may wish to include “Qualification Highlights”. This is your opportunity to identify four or five special skills that you think are important. These skills may be listed in short sentences and need not be too detailed.
The objective and qualification highlights are merely the appetizer to your resume. What follows is the main course; your work experience and education. When listing your work experience, it is important to organize it chronologically, from most recent work, to least recent. For each job, you should list the name of the employer, as well as the dates and location of the childcare. Underneath each entry, list the general responsibilities. What ages were the children? What were your daily duties? Did you have additional tasks besides childcare? For example, housecleaning, meal preparation, or helping with homework? All of these details will help future employers assess your qualifications.
When explaining your educational background, again it is important to include the date and location of your studies. Even if the education is not related to nanny work, it is important to share the information with future employers so they may see your versatility. Also of importance is any non-academic training, such as First AID classes.
After the main course of your resume, comes dessert. The last information you may wish to include is details about hobbies, or any specialized skills. Last but not least, include a short sentence stating, “References available upon request”. An employer or agency will always ask for your references and you may provide them when asked.
Remember – your resume provides an employer with a first impression of your qualifications for the job! Therefore, it is essential to make your resume as informative and organized as possible. Please view the article below for an example of a nanny resume – feel free to use it as a guideline for your own!
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Sample Nanny Resume
Jane Nanny
453 Beach Avenue
Childtown, BC
(986) 453-5426
janenanny@email.com
Objective: Seeking a live-in caregiver position that will allow me to work closely with children, since I love working with kids.
Qualification Highlights:
- Over 10 years of childcare experience.
- Early childhood education certified.
- Excellent communication skills.
- Fluent in English and Japanese.
- Experience working children who have special needs.
Work Experience:
Mr. and Mrs. Need-a-Nanny
Caregiver
November 2009 – November 2011
- Responsible for the care of two children ages 3 and 5.
- Assisted children with bathing and dressing.
- Oversaw playtime and daily activities.
- Discussed and reported any concerns with the parents.
Education:
Childtown Community College
Early Childhood Education Certificate
Completed January 2000
Hobbies: painting, yoga, cooking, and volleyball.
References available upon request
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Canada needs more caregivers, please
From Monday’s Globe and Mail
Published Sunday, Nov. 06, 2011 7:30PM EST
Immigration Minister Jason Kenney’s plan to accept 10,000 more skilled workers into Canada next year is a sound one, and so is the government’s overall target of 255,000 newcomers. Some other changes make less sense, and may be motivated by politics, more than economics.
Mr. Kenney acknowledged that the seven-year backlog to sponsor grandparents and parents has become unmanageable, and announced a two-year moratorium on applications. In the meantime, however, he will increase the quota by 10,000 over two years, to 25,000, and introduce a two-year multiple-entry visitor’s visa for these family members.
To compensate, there will be a lower quota in other categories, including live-in caregivers. The target is 8,000-9,300, compared to 10,500-12,500 in the past two years.
Shouldn’t it be the other way around? Why would a country with a declining fertility rate and the expected mass retirements of baby boomers want to recruit yet more older people? “The government has it backwards,” says Sergio Karas, an immigration lawyer.
While family reunification is a goal for Canada’s immigration program, family-class newcomers already make up two-thirds of all those accepted. Parents and grandparents are unlikely to create economic growth and will have more health needs.
Live-in caregivers are a category that should be expanded. They perform a key role in the labour market: caring for children in a country with no national daycare policy, and looking after the elderly. There is already a shortage of quality care for the aged, a problem that will grow in years to come with the country’s demographic shift.
Canada’s live-in caregiver program is unique in the world, and allows caregivers to apply for permanent residency after living with a family for two years, caring for either children or the aged. It has real weaknesses, such as long application-processing times, abusive employers and nannies being recruited for “fake” jobs, but the program itself remains sound.
The government would be wise to put resources into having it run more smoothly, and make sure that well-qualified caregivers are recruited to bona fide jobs and that their permanent residency applications are processed in a timely fashion. As the population ages, Canada will need more of them.
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Improving Communication with Your Caregiver
The long-awaited arrival of your overseas nanny is an exciting addition to the family. But how do you ensure those feelings of bliss and relief continue, as your new caregiver begins his/her employment? Although many employers consider their caregiver a “member of the family”, the fact still remains that an employer-employee relationship exists, and as such, some guidelines need to be observed when communicating with your caregiver. Communication strategies for tackling business concerns are paramount, but business strategies alone are not enough; one must also consider the importance of recognizing cultural nuances.
The most important aspect of maintaining a good relationship is clear and open communication. Arriving in a foreign country is nerve-wracking enough for your caregiver, so it is vital that he/she feels comfortable enough to open up to you and address any issues should they arise.
When speaking with your caregiver in front of the children, it is important to speak with him or her politely in order to avoid undermining your caregiver’s authority. Furthermore, when correcting mistakes, remember to praise your caregiver for ways in which they have performed well. An effective way to introduce concerns is through the “sandwich approach”. Although this approach is frequently used in educational settings, it is a positive communication tool in other settings as well. Rather than introduce your concern outright, the “sandwich approach” advises starting first with a positive point, followed by your concern, and then ending with another positive comment. You can imagine two delicious slices of bread with some not-so-tasty cheese in-between! By using this method, you will create a more positive environment when discussing concerns.
At the same time, it is important to recognize that cultural differences often result in communication difficulties. For example, communication in Asian cultures is often very different than in Western Cultures. In order to avoid confrontation in many Asian cultures, there is a tendency to say “yes” to requests, when in fact the individual would rather say “no”. Not to mention, a smile should not be misconstrued as agreement or pleasure in what has been discussed. The smile can just as easily be used to hide embarrassment, annoyance or disagreement. When communicating with your caregiver, especially when first getting-to-know each other, it is very important not to assume that your message is clear. What may be clear to you might be easily misunderstood by your caregiver.
Hopefully, with a little bit of work and focus on communication strategies, you can easily maintain a positive home environment with your new “family member”. Happy Communicating!
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Why Choose a Foreign Live-In Nanny?
Choosing the proper childcare for your family can be a daunting task. Nowadays, there are many choices – daycare, babysitters, and even familial care are all possible options. However, each has its own drawbacks. Daycares often have a high child to caregiver ratio, which means your child may not receive the attention they deserve. Although babysitters are usually trained in basic childcare skills, they often lack extensive experience and have limited availability. As for familial care, not all families have support nearby. With these concerns in mind, there exists another alternative; hiring a foreign live-in nanny.
If you have never considered such an option, hiring a foreign worker may seem like a costly and time-consuming choice. However, of all your childcare options, hiring a foreign live-in nanny is actually the most affordable and with the help of an agency, a far less intimidating task. Not only is it cost-effective, but foreign nannies are looking for long-term employment which minimizes the hassle of negotiating frequent childcare changes. At the same time, most overseas applicants have at least one year of childcare experience; not to mention, their qualifications and education are often superior to domestic workers. As a few examples, foreign nannies are often trained teachers, nurses, and midwives. Unlike other childcare options, hiring a live-in nanny provides additional benefits. For example, a live-in nanny may also help with light housework as well as help with meals. Having daily support in the home eases stress in hectic lives, provides more family time, and ensures that your children are well-cared for in a safe setting.
Perhaps you are wondering how it is possible for a foreign caregiver to work in Canada? The Government of Canada provides opportunities for qualified foreign caregivers through the Live-In Caregiver Program. The program’s goal is to bring qualified caregivers to Canada, often due to a shortage of domestic workers. Successful applicants receive a work permit that allows them to work in Canada for up to four years. After two years of full-time employment, live-in caregivers may be eligible for permanent residence status.
With the help of an agency, hiring a foreign live-in caregiver can solve many of the worries with other childcare alternatives. If you are interested in exploring a new option, please explore the website, or contact our Canada-Wide Nanny Experts at:
1-800-820-8308.
Life is busy…Let us help you find more balance with a nanny!!
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Benefits of Using a Placement Agency
Hiring a nanny can be an intimidating process; do you know for example what you should look for in an applicant, what questions you should ask, how many references you should check? If not, working with a placement agency can be an excellent way of finding a suitable applicant and ensuring the subsequent paperwork to enable that person to work for you is dealt with correctly and efficiently.
Before deciding to use a particular agency, do your research; ask people you know who have hired live-in caregivers which agencies they used, find out what the service was like, both before and after the caregiver arrived, and if they would use that agency again. The purpose of using an agency after all is to reduce the stress of finding a suitable applicant, you should be sure you can trust them to do so.
A good agency will show an interest in your family, assess what they feel your needs are i.e. work schedule, number of children, etc. and recommend applicants to you on these bases.
If you wish to hire someone locally, the agency will only send you pre-screened applicants, who they have already assessed as being suitable for your family. This will save you heaps of time by avoiding having to read through every application should you have advertised for the position yourself and interviewing many unsuitable candidates before finding one you like. By working with an agency you should feel confident that the applicants you are interviewing with will already have had their references checked up on and have been deemed by the agency to be good applicants.
If you are hiring someone from overseas, using an agency can mean having access to a much larger pool of applicants, who again will have already been pre-screened. The drawbacks of hiring overseas in not being able to meet the candidate in person, have been minimised in recent years with families being able to communicate regularly with their chosen nanny throughout the processing time by phone, email and webcam. Some agencies may require this communication to be regulated by them initially to minimise the opportunity for unsuitable candidates to make undue requests of the family i.e. asking for money.
There are also benefits to be had by using an agency after your nanny or caregiver has arrived. The agency should follow up closely with you both, and offer suggestions during the sometimes tricky initiation period. Throughout the employment you should know you have the agency as a contact should you or your nanny have any questions and concerns, and be confident that you have the most up to date information as an employer in regards to such items as minimum wage increases, new mandates made to the Live-in Caregiver program and labour standards in your province.
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Nanny Payroll Service
Are you hiring a nanny or caregiver? If yes, did you know according to governmental stipulations you are legally obligated to process payroll.
When you hire a domestic worker (a nanny or a caregiver), Canada Revenue Agency deem you to be an Employer and the domestic worker to be your Employee. Consequently, just like in any company, business etc., you must process payroll for the person(s) who work for you.
Should you opt to use our Payroll services you will be freed from the need to monitor and perform these ongoing obligations, and instead we will take care of all the payroll requirements for you. When you register for our payroll services, all you have to do is print the pay stub (Wage statement) and pay your nanny/caregiver employee on payday. It’s that simple! We take care of all the accounting administrative work on your behalf.
Our approach is a comprehensive one, tailored to meet the specific needs of families with domestic workers. We perform tax calculations, filings and remittances, provide advice on labour laws and manage your payroll account with Canada Revenue Agency (CRA), Service Canada and the Canadian Workers’ Compensation Board.
Our selection of services allows you to choose the one that is right for you. So far we have helped hundreds of families across Canada with their nanny and caregiver payroll.
Call us for a complimentary consultation if you are unsure of your caregiver/nanny payroll tax situation. For more information on our full range of services and pricing please contact our Payroll Accountant Linh Tsiu at linh@internationalnannies.com or call at 1-604-786-2566.
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New Mandates to the Labour Market Opinion Application
Dear Clients,
As of June 30, 2011 Human Resources and Skills Development Canada (HRSDC) have implemented new mandates regarding the third party representatives of employers hiring a foreign worker. From now on, only Immigration Consultants registered with The Immigration Consultants of Canada Regulatory Council (ICCRC) are permitted to provide Labour Market Opinion (LMO) related services to another person for a fee.
International Nannies and Homecare Ltd. has since hired the use of a fellow Association of Caregiver and Nanny Agencies Canada (ACNA) member, a long standing Immigration Consultant who is already registered with ICCRC, thus we are able to continue to provide the LMO service, either on it’s own or as part of the placement as a whole, for our clients.
For those persons considering or beginning the process of hiring a live-in caregiver, please make sure that if you pay for the services of a third party representative, you check they are now legally allowed to represent you. ICCRC are currently in the process of updating their website of new and existing members, you can contact them directly by phone or email to verify the authenticity of a member.
Any LMO application submitted by a paid representative who is not a member of ICCRC, will automatically be denied.
Further information relating to the changes to the LMO application can be found at the following link:
http://www.hrsdc.gc.ca/eng/workplaceskills/foreign_workers/communications/Bill_C35.shtml
Please feel free to contact us at 1-800-820-8308 or info@internationalnannies.com should you have any questions.
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Tips For Keeping Your Caregiver Long-Term
Be welcoming:
Working in another country can be daunting as it is, working and living in your employer’s home even more so. Take the cultural barriers for what they are and provide her with as much information which will be of benefit. Things such as showing her how to work the appliances in the kitchen, giving her a tour of the area, including nearest bus stops and likewise will help her become more independent and increase her confidence.
Respect privacy:
Having a live-in nanny does not mean that she is available all hours of the day or night. Your nanny should have a room in the home which is hers alone, and both the family and the children should respect this. Appreciate that just like any other employee she is entitled to time off, even if she is in the home, and ensure that when she is not working; she is not working!
Establish boundaries:
Having a nanny become “one of the family” is great, but always be aware of the fact that you are her employer and she is an employee. Living and working in one place can mean there is always the risk of personal issues affecting her performance in the position; professionalism should always be maintained.
Fair pay system:
Be a good employer by paying your nanny in a suitable fashion. This means an appropriate wage, with a mandatory pay stub, and on time. A pay rise after the first year is recommended.You should also think about giving her the occasional bonus for good work; it doesn’t have to be money but a gift she might enjoy.
Show support:
You should never discuss your problems or concerns with the nanny in front of the children, nor do or say anything which could undermine her authority with the children. This will only make her job more difficult. And when your nanny is doing a good job, make sure you let her know; praise goes a long way to making an employee happy.
Be flexible:
Whilst reliability is important in a nanny, allowing her time off occasionally or with only short notice if need be can be a good thing. There will be times when you’ll need to call on her to work at the last minute.
Have reasonable expectations:
Providing guidance is a good thing, and breaking down tasks and structuring the day is essential when the nanny begins the employment if she is to become well suited with your family. However be aware that being a nanny is not like other jobs, sometimes it may be impossible for her to complete a daily schedule and care for the children.
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The Dos and Don’ts of a Professional Nanny
Do
- Be flexible with your employer. Being a nanny is not like working in a factory or an office, it is not always possible to start and finish exactly on time. Be willing to give your employer a little bit of leeway and they will provide you the same courtesy.
- Let your agency know if you are experiencing any difficulties with your employer, this is what they are there for. Chances are they will have heard of similar stories from other nannies and can provide great insight in how you can approach and fix the problem.
- Be pro-active. It is your responsibility to ensure your work visa is renewed on time, that your employer provides you with a payslip every time you are paid etc.
- Seek sensible advice from reliable sources. Canada Immigration, HRSDC, and all information regarding being a foreign worker in Canada can be found online. There are also many telephone lines dedicated to different departments who will be able to answer all questions and queries you may have.
- Get into the habit of writing things down, especially when beginning a new job. It is always better to have instructions written down to refer back to at a later time.
- Improve your skill set. Take the opportunity to learn new skills or strengthen and improve on the ones you already have. Canada has some great colleges and institutions where you can take courses and classes.
Don’t
- Take job advice from your friends. Being a good friend does not mean they will necessarily give good advice. If you are unsure about anything check with your agency who have experience in the matter.
- Lie to your employer. If you make a mistake, admit to it and apologise.
- Use your cell phone during working hours. You would not do this in another work setting such as an office so being a nanny should be no different. The same rule applies to watching TV or spending time on the computer; do it when you are not working.
- Be shy about asking questions. It is much better to ask than to keep quiet and make repeated mistakes. Canadian employers will see this as a good sign of your wanting to perform your job correctly.
