Candidate Zone

A) Selection of Candidates

  1. We request candidates to complete an application form and submit a CV, that gives the following information:
    1. Personal details (address, age, telephone number, nationality, availability);
    2. Experience and qualifications and employment history relevant to the post;
    3. Job preferences (e.g. age of children, hours, etc).
  2. We check the identity of a candidate by viewing a Passport and a least one other form of ID.
  3. We request and verify the reasons for gaps in employment history.
  4. We inspect relevant original certificate(s) of qualification. In the absence of original certificates, we will check the candidate's qualifications with the relevant awarding body or college.
  5. We interview all candidates in person before introducing them to the client. If there are exceptional circumstances and no personal interview has taken place, we will inform the client.
  6. We check that candidates have at least two references confirming candidate's competence and suitability for the position.
  7. We prepare a CV on our format, which sets out all relevant information gained from their own CV, their application form and our interview.
  8. We contact two recent referees directly. Open references or testimonials are not accepted without verification. If we have not spoken to the referee directly, we will inform the client.
  9. Procedures 1 to 8 are completed before a candidate's details are presented to our clients.

B) Understanding our client’s requirements

  1. We request our clients to complete a questionnaire that gives the following information:
    1. Contact details (e.g. address, nursery setting name, contact numbers);
    2. Skills and qualifications required for each relevant post;
    3. Type of setting ( e.g. day care, term time, faith based);
    4. Approx. number of children and staff;
    5. Age range of children attending setting;
    6. Age range of children that candidate will be involved with;
    7. Teaching practice, if any (e.g. Steiner, Montessori)
    8. Hours of opening
  2. We then contact the client to clarify and expand on the information on the client’s questionnaire to make sure that we understand their requirements so that we only put forward suitable candidates.
  3. Gwendolen House Childcare will introduce the candidates with the appropriate qualifications and skills to meet the requirements of your vacancy.
  4. All Gwendolen House Childcare candidates are subject to strict professional assessment and vetting, details and copies of which are made available to you prior to your interviewing the candidate or arranging for them to attend a trial day. In particular GHC undertakes the following:
    • A face to face interview
    • Identification check against passport
    • Date of birth check against a passport
    • Address check ( for CRB purposes)
    • Qualifications check- sight or originals or independent verification copies
    • At least two independent professional references
    • A CRB enhanced disclosure
    • An overseas police check if applicable
    • Right to work in UK check
    • An unbroken CV, accounting for any gaps.

C) General

  1. Both the client and the candidate are made fully aware of the agency procedures.
  2. We only put forward candidates for positions for which they appear to be suited to the specific requirements of the client by their qualifications, experience and personality.
  3. We provide full and relevant information to both the prospective candidate and client about one another’s requirements before an interview.
  4. We respect the confidentiality of both the client and the candidates.
  5. We only advertise genuine vacancies, at the salary quoted by the client.

Gwendolen House Childcare is paid on results. We only invoice you when we have successfully filled your vacancy and one of our candidates has taken up a post with you.

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