Your first meeting with a caregiver is not just about forming a good impression; it is about clarifying expectations, documents and working arrangements in a calm, orderly way. Planning caregiver reference and criminal record checks before the interview helps prevent wasted time for both your family and the candidate. Identity checks, reference calls, a health report and a trial day do not, on their own, guarantee safety; considered together, however, they support a more informed decision.
You can adapt this checklist whether you are looking for a baby nanny, an elderly caregiver or a professional nanny. Although the basic headings remain the same, the age, mobility, daily routine and particular needs of the person receiving care will change the questions you ask. The aim is not to interrogate the candidate, but to create a transparent interview in which both sides can make a decision using the same information.
Before the first interview, clarify your needs and the documents you will request
Before you discuss documents, write down what your family genuinely needs. Without first defining the live-in or daytime arrangement, overnight support, scope of household tasks, number of children, companionship expectations and working days, it is difficult to assess a candidate’s suitability. The interview can then proceed on the basis of a specific job description rather than a scattered set of questions.
- Briefly list the daily routine of the person receiving care and the areas in which they need support.
- Define the working hours, days off and degree of flexibility you expect.
- Clearly separate any duties outside care, such as cooking, cleaning or shopping.
- Let the candidate know before the interview that you will ask for identity verification, a criminal record certificate, references and a health report.
If experience and an approach to establishing routines are particularly important in baby care, reviewing the criteria you can use when choosing a baby nanny beforehand may improve your list of questions. Explaining to the candidate which documents you need, and why, can help the interview feel more respectful and relaxed.
How should you verify identity and check a criminal record certificate?
The purpose of an identity check is to confirm that the person at the interview matches the details the candidate has given you. The candidate should present their own identity document. You can compare basic details such as the photograph, full name and date of birth. If you need to photograph the document or keep a copy, obtain clear permission first; do not create unnecessary copies, and avoid writing down the full identity number.
A criminal record certificate can generally be obtained by the candidate through e-Devlet, Türkiye’s official online public services portal, or through the relevant authorised official channels. Do not ask for the candidate’s e-Devlet password or log into their account yourself. It is more appropriate for the candidate to share the document and for you to complete any verification steps together, transparently.
- Check the document date: Ask for a recently issued document rather than one prepared long before the interview.
- Compare the identity details: Check whether the full name and other basic details match the candidate’s identity document.
- Examine the document’s integrity: If sections are unreadable, areas appear to have been altered or pages are missing, ask for an explanation.
- Use any verification facility: If the document contains official verification information, check it through the relevant official channel.
- Do not interpret wording you do not understand: If you are uncertain about its legal scope, seek information from the relevant institution or a specialist.
A certificate showing no record does not guarantee the candidate’s behaviour or how they will work in future. Equally, it may not be appropriate to reach a judgement by interpreting a single statement on the document in isolation. Consider the criminal record check alongside references, consistency during the interview and your observations on the trial day.
Which questions are useful when calling referees?
Wherever possible, speak to referees with the candidate’s knowledge and permission. Priority should be given to people who have actually worked with the candidate and observed their day-to-day performance. Relatives who simply know the candidate may offer insight into their character, but may not be able to provide the same level of information about working routines and care experience.
- When did you work with the candidate, and what did the role involve?
- How reliable were they at following daily routines and agreed hours, and how did they communicate?
- How would you describe their approach to the person receiving care and the way they set boundaries?
- In an unexpected situation, who would they notify and how would they respond?
- Why did the role end, and did the working arrangement end by mutual agreement?
- If a similar need arose, would you consider working with them again?
As you compare the answers with the candidate’s account, look for recurring patterns rather than dwelling on minor differences in dates. If there are clear inconsistencies about the scope of duties, reasons for leaving or working arrangements, ask an open question and give the candidate an opportunity to explain. Concrete observations repeated across different conversations are more valuable than one negative comment.
Do not share a referee’s personal details unnecessarily. Keeping the conversation focused on work experience and taking brief notes helps protect the privacy of both the candidate and the referee.
When requesting a health report, focus on the requirements of the role
A request for a health report should not be treated as an opportunity to learn the candidate’s entire medical history. Its purpose is to assess suitability for the physical and day-to-day demands of the role. The demands of care requiring support throughout the night are not the same as those of a few hours of daytime companionship. The scope of the report should therefore be discussed proportionately, according to your needs.
- Check that the report belongs to the candidate, its date of issue and the details of the authorised healthcare institution.
- Look for official elements on the document, such as a signature, approval or verification details.
- Focus on suitability for the conditions the role requires, rather than detailed lists of diagnoses.
- Do not interpret medical terminology yourself; seek a doctor’s opinion where necessary.
Consider whether you need to keep a copy of the report. If you do retain one, restrict access and do not keep unnecessary documents once the recruitment process has ended. For current rules on which health documents may be requested and how personal data should be protected, it is advisable to consult the relevant institution or a specialist.
How should you plan interview questions and a trial day?
Interview questions that draw out specific experience
General questions such as “Do you like children?” or “Are you patient?” often produce similar answers. Instead, try to understand the candidate’s past behaviour and how they make decisions.
- What did a typical day look like in your previous role?
- When the person you cared for resisted the routine, how did you respond?
- How do you communicate with the family about discipline, screen time and sleep routines when caring for children?
- When supporting an elderly person or a patient, how do you follow the doctor’s instructions and keep the family informed?
- In an emergency, who would you contact first, and what information would you share?
- If you were asked to do something outside the agreed scope of duties, how would you prefer to discuss it?
- What are your expectations regarding working hours, days off and household rules?
If you need the candidate to speak a particular language, do not settle for an answer such as “I speak the language”; use simple phrases likely to arise in everyday care to assess whether you can understand each other. The guide for families looking for a caregiver who speaks another language may help you develop additional questions.
What should you look for on a trial day?
A trial day should be used to see how well you work together, not to score every move the candidate makes. Discuss the duration, scope of duties, pay and travel arrangements clearly in advance. It makes for a good start if a family member is present for the first part, care responsibilities are not suddenly handed over, and emergency contact details are shared.
You can observe whether the candidate arrives on time, asks for instructions to be clarified, follows basic hygiene practices, communicates respectfully with the person receiving care and how they use their phone. Hold a brief review at the end of the day. Explain any points of concern using concrete examples rather than general accusations, and give the candidate room to ask questions about how the household runs.
Note red flags and reduce uncertainty with a written agreement
Rather than making a hasty decision based on a single action, pay attention to repeated signs that cannot be explained.
- Unexplained discrepancies between identity details and documents
- Accounts of work experience and reasons for leaving that change significantly from one conversation to another
- Referees who cannot confirm the working relationship or offer only general praise
- Dismissive behaviour towards the boundaries, privacy or safety rules established by your family
- Rude, belittling or impatient language towards the person receiving care
- Persistent pressure on you to make a decision, or a wish to start immediately under unclear terms
An unwillingness to share documents is not, on its own, proof of bad faith. However, if these documents are a basic requirement for the working arrangement, your expectations do not align. In that situation, you can end the process without making accusations.
What should a written agreement include?
Details agreed verbally can be remembered differently over time. Put the job description, working days and hours, live-in arrangements, leave arrangements, pay and payment date, trial process, accommodation or meal expectations, privacy rules and the order in which people should be contacted in an emergency in writing. When preparing to discuss pay, reviewing the factors that affect live-in caregiver pay can help you consider the scope of duties and your expectations together.
A written agreement does not resolve every dispute or guarantee legal outcomes. Do not make firm assumptions about social security matters involving Türkiye’s Social Security Institution (SGK), insurance, work permits for foreign candidates or contractual terms; confirm the current position with the relevant authorities or a suitably qualified specialist.
Frequently asked questions
If there is no record on the criminal record certificate, can I skip the other checks?
No. This document only shows a particular official record status; it does not tell you about the candidate’s approach to care, experience or compatibility with your family. Reference calls, questions relevant to the job description and trial-day observations should all be assessed separately.
Can I call a referee provided by the candidate directly?
Calling them with the candidate’s knowledge and permission is a more transparent approach. Keep the conversation focused on work experience and avoid unnecessary questions about their private life. At the outset, clarify how the referee knows the candidate and whether they have worked together.
Is a reference from a relative or friend enough?
They may provide insight into the candidate’s character, but are generally limited when it comes to verifying past work performance. Where possible, also request references from people who have actually worked with the candidate. For candidates with no employment references, the trial day and specific interview questions become even more important.
Should I keep a photocopy of the health report?
A basic cautious approach is not to retain personal health data you do not need. If a copy is genuinely necessary, obtain the candidate’s permission, restrict access and store it securely. Consult a specialist about current regulations regarding retention periods and legal obligations.
How should pay and working conditions be arranged for a trial day?
Discuss and agree the duration, tasks and how pay will be calculated before the trial begins, and make a written note. Practice may vary according to the nature of the working relationship, so do not assume that a single rule applies. Where necessary, seek information from the relevant institution or a specialist with knowledge of employment law and regulations.
Turn the first meeting into a calm, transparent start
A good checklist is no substitute for trust, but it helps ensure that important matters are not left to chance. Reviewing documents respectfully, asking questions clearly and putting expectations in writing creates a sounder basis for assessment on both sides.
Güvenilir Danışmanlık listens to your needs and can guide you in meeting suitable candidates and planning the process. Wherever you are in Türkiye, you can submit your request by completing the free consultation form or contact us on 0582 559 45 86.
