How to Run a Background Check on a Nanny: A Complete Guide for Parents

Why You Need to Run a Background Check on Your Nanny

Hiring a nanny is one of the most important decisions you'll make as a parent. Unlike hiring for a business role, you're inviting someone into your home to care for your children when you're not there. That level of trust requires verification.

While interviews and reference calls are valuable, they have limitations. People can present themselves well in interviews. References might be friends posing as former employers. And some issues-like criminal history or driving violations-simply won't come up in casual conversation.

A background check adds an essential layer of verification. It confirms identity, reveals criminal history, validates employment claims, and gives you the information you need to make an informed decision. Background checks can uncover red flags such as criminal history or past driving violations that may not surface during conversations, allowing you to make more informed hiring decisions and protect your family from preventable issues.

Most nanny agencies require background checks as standard practice. The Association of Premier Nanny Agencies (APNA) requires all member agencies to conduct them, and the International Nanny Association mandates criminal background screenings. If the professionals do it, you should too.

Statistics underscore the importance of thorough vetting. According to industry data, one in nine background check applicants for childcare positions is denied clearance due to disqualifying findings. The background check system exists precisely to identify the small percentage of caregivers who may pose risks to children, even though the vast majority of childcare providers are loving and trustworthy individuals.

What a Nanny Background Check Should Include

Not all background checks are equal. A comprehensive nanny screening should include several key components:

Criminal Background Check

This is the foundation of any background screening. A thorough criminal background check searches county, state, and federal databases for criminal convictions. Here's what most parents don't realize: America has a decentralized criminal records system. There's no reliable nationwide database that contains everything, which means "instant" online checks often miss records that a thorough investigation would find.

About 98% of criminal cases originate at the local county level, and those records usually aren't online. Quality background checks require investigators to obtain records from individual courthouses. This takes more time but produces more accurate results.

A criminal background check is an investigation into an individual's past to identify any criminal offenses they may have committed. This includes misdemeanors, felonies, any current criminal proceedings, or if they are on the sex offender registry. From minor traffic violations to more serious offenses, a criminal background check provides a comprehensive view of a potential nanny's interaction with the law.

State court systems handle the majority of criminal cases, with cases typically originating at the county level. As a result, county criminal searches often show the most current and accurate records related to candidates' criminal histories. County court record checks are considered the gold standard in background screening, though they take time to complete and should not be replaced by nationwide database checks alone.

Sex Offender Registry Search

This is non-negotiable when hiring someone who will be alone with your children. A proper screening searches the National Sex Offender Registry and state-level registries to identify any registered offenders. There are currently hundreds of thousands of registered sex offenders nationwide, and under Megan's Law legislation, sexual offenders are required to register when they change their residence.

A comprehensive sex offender search should check multiple databases and confirm any potential records found from the actual source to ensure accuracy and completeness. This critical safeguard is essential when hiring anyone who will work closely with children.

Social Security Number Trace

An SSN trace confirms identity and reveals address history. This helps you know if the person is who they claim to be and identifies all locations that need to be checked for criminal records. If your candidate has lived in multiple states, you'll want county-level checks in each area.

The SSN trace is the crucial first step for identifying residential history, aliases, and other key data points needed to complete the most extensive and thorough certified background check. Criminal records are only found when both the name searched and the date of birth match exactly, which is why identifying all names a candidate has used is so important.

It's very common for mature candidates to have the possibility of records under different names as a result of marriage or divorce. At a minimum, all names and all addresses that were found by the SSN trace should have in-court county level records checked.

Motor Vehicle Records Check

If your nanny will be transporting your children-even occasionally-run a DMV check. This reveals driving history, license status, traffic violations, and any alcohol or drug-related incidents. Some experts recommend running this check even if driving isn't part of the job, as it can reveal patterns of behavior.

A Motor Vehicle Record (MVR) report shows the subject's driving history, including citations, DUIs, and accidents they've been involved in. These records could go back from three to ten years, depending on the state. If the nanny will be driving your children around, this report is certainly worth the investment. If the background screening company does not provide this service, you could also ask the candidate to provide these records themselves by requesting their own MVR from the Department of Motor Vehicles and paying a small fee.

Employment Verification

Confirm that your candidate actually worked where they say they worked, for how long, and in what capacity. Gaps or discrepancies in work history deserve attention and explanation. Employment verification helps you understand not just where someone worked, but their responsibilities, performance, and reason for leaving previous positions.

Never employ a nanny without checking references and employment history. Always investigate unexplained gaps or discrepancies in work and education history until you are completely satisfied with the explanations provided.

Reference Checks

While you can conduct reference checks yourself, verify that the phone numbers provided actually belong to the claimed references. A quick Google search can confirm if a number is legitimately connected to a former employer. Some services will handle this verification for you.

It's important to conduct reference checks to get a sense of the nanny's character and work ethic. This can include speaking with previous employers, colleagues, and personal references. Nobody knows a nanny's work style, rapport with kids, and personality traits better than a parent who has trusted them with childcare.

References from teachers and clergy are encouraged, and are often the only real references younger candidates may have. Follow up on all written references with a telephone call if possible, or better yet, try to meet the person informally for coffee to chat. People may be reluctant to admit concerns on paper but will sometimes share them off the record.

Experts suggest that you attempt to get an additional reference from your candidate's chosen references. A question like "Do you know anyone else who might be able to give me a character reference?" will often elicit a name and number of someone who has not been briefed by the candidate ahead of time.

Education Verification

If your nanny claims specific certifications-like CPR, First Aid, or early childhood education-verify them. Ask for documentation and check expiration dates. These certifications matter when someone is responsible for your child's safety.

Education verification is especially important if the nanny will be responsible for helping your children with homework or providing educational activities. Confirming that your candidate has the skills necessary to perform their caregiving responsibilities ensures you're getting the qualified professional you expect.

Identity Verification

An identity verification is a process where you verify the identity of your potential nanny, ensuring that they are indeed who they claim to be. This process is usually conducted by checking government-issued identification such as a driver's license, passport, or other ID cards.

Additional screening measures should include verifying the identity of the candidate by examining their identification documents to ensure that the information provided on the background report order matches. This step helps prevent identity fraud and ensures you're screening the correct individual.

Understanding What Shows Up on a Nanny Background Check

Background checks review public and private sources to compile information about an individual, including criminal history, sex offender status, and child abuse records. Understanding what appears on these reports helps you make informed decisions about your childcare provider.

Criminal Records

Criminal background checks typically look for misdemeanors and felonies from the past seven to ten years. A history of violence, drug crimes, reckless behavior, theft, embezzlement, or other convictions may pose safety risks to your children and family. A national criminal background check can reveal this information.

Quality background checks can also look for indicators of behavior that haven't yet risen to the level of a crime. For instance, nannies who are subject to restraining orders from previous employers or family members represent a significant red flag for families considering inviting them into their homes to care for their children. Minor theft offenses, especially recent ones, could also be dealbreakers for someone you want to trust in your home.

Child Abuse and Neglect Registries

In many states and countries, child abuse or neglect registries exist to flag individuals with a history of harmful behavior toward minors. When available, comprehensive screenings search these registries to add another layer of protection for your family.

Some specialized services have access to databases not available to the general public. For example, certain state-authorized programs can access the Child Abuse Central Index and other restricted databases that private investigators and standard background check companies cannot reach.

Credit History Considerations

While credit checks are not always included in nanny background screenings, they can be a useful way of seeing if your applicant is financially responsible. Financial stress or irresponsibility might be relevant depending on the job responsibilities, particularly if the nanny will be handling household expenses or has access to valuables in your home.

Step-by-Step: How to Run a Background Check on Your Nanny

Step 1: Obtain Written Consent

This is legally required. Before running any background check, you must get written permission from your nanny candidate. Under the Fair Credit Reporting Act (FCRA), conducting a background check without consent can expose you to legal liability. The FCRA requires that a potential employer obtain a signed release from a candidate prior to ordering the background screening report.

Most background check services provide authorization forms that cover the legal requirements. Have your candidate sign this before proceeding. If a candidate refuses to consent, that itself is a red flag worth considering. In fact, if a nanny refuses to consent to a background check, it could be a significant warning sign.

You are responsible to adhere to all applicable regulations governing these searches, including those imposed by the Fair Credit Reporting Act, and to provide the candidate with the Summary of Rights when a pre-employment background check is ordered.

Step 2: Make a Conditional Offer First (If Required)

Some jurisdictions require employers to make a conditional job offer before running a background check or asking about criminal history. Check your state's laws-California, New York, and several other states have specific regulations around this process.

Many ban-the-box laws prohibit employers from asking about criminal history on initial job applications and require delaying these inquiries until after the first interview or after making a conditional offer. Fifteen states have mandated the removal of conviction history questions from job applications for private employers-California, Colorado, Connecticut, Hawaii, Illinois, Maine, Maryland, Massachusetts, Minnesota, New Jersey, New Mexico, Oregon, Rhode Island, Vermont, and Washington.

Step 3: Gather Necessary Information

To run a thorough background check, you'll need from your candidate:

• Full legal name and any previous names or aliases
• Date of birth
• Social Security number
• Current and previous addresses (typically last 6-7 years)
• Driver's license number (if checking driving records)

An alias or AKA (also known as) is any name that has been used by the candidate in the past. Life events such as marriage and divorce result in many candidates with records associated with more than one name. It is possible that criminal records could exist under any prior name.

Step 4: Choose Your Background Check Method

You have several options:

Professional background check services: Companies like Checkr, GoodHire, and Sterling offer comprehensive packages ranging from $30-$300 depending on depth. These typically take 3-10 business days for thorough results. These services provide FCRA-compliant screening with professional expertise.

Nanny-specific services: Some services specialize in household employee screening, like eNannySource or Background Checks for Nannies. These understand the unique needs of family employers and have been helping nannies and families find the right match for years, completing thousands of nanny background checks.

State-specific resources: California residents can use TrustLine, which has access to databases not available to private investigators, including the Child Abuse Central Index of California and FBI Criminal History System. TrustLine is the only background check authorized by state law to use three databases that the general public, including private investigators and private background check companies, cannot access. These databases include the fingerprint records from the California Department of Justice's California Criminal History System, fingerprint records of the FBI Criminal History System, and a name check of the California Child Abuse Central Index.

DIY with free tools: For initial screening, you can use our free Background Checker tool to generate a preliminary report and trust score before investing in paid services. This can help you conduct an initial assessment and identify any obvious red flags before committing to more comprehensive paid screenings.

Step 5: Review Results Carefully

When your background check returns, review it thoughtfully. Distinguish between red flags (serious issues that are typically deal-breakers) and yellow flags (issues that warrant conversation but may not disqualify a candidate).

Red flags are serious issues and typically deal-breakers. Examples of red flags might include violent crimes, child abuse, sex offenses, a history of theft if the nanny will have access to your home, or DUI charges if the nanny will be driving your children. Falsified credentials would also qualify as a major red flag.

Yellow flags are less severe and might not automatically disqualify a candidate but should still be discussed openly. Those examples might include traffic tickets, gaps in employment history, a past financial issue, or a single misdemeanor from many years ago. Context matters-consider the nature of the offense, how long ago it occurred, and whether the candidate was upfront about it.

By assessing which issues truly matter for the role, you can consider whether a long-term working relationship is the right fit and set expectations early with your nanny. Remember that people can change and grow from their past mistakes. However, as parents, it's your responsibility to consider this information and weigh it against the safety and well-being of your children.

Step 6: Handle Adverse Findings Properly

If you decide not to hire someone based on background check results, the FCRA requires you to provide them with a copy of the report, a Summary of Rights, and an Adverse Action Letter. This gives them the opportunity to dispute any inaccuracies.

An Adverse Action Letter, Summary of Rights, and a copy of the applicable report generated must be provided to the applicant if your decision not to hire was in whole or in part due to information you received from the background check. This is not just good practice-it's a legal requirement that protects both you and the candidate.

How Much Does a Nanny Background Check Cost?

Costs vary significantly based on depth and the service provider you choose:

• Basic checks: Start around $30-60 for national database searches. Basic checks covering criminal history, driving records, and identity verification can start around $15-$30. In many areas, your local police department can also run a basic background check for a similar cost.
• Standard packages: $60-100 for SSN trace, criminal search, and sex offender registry. Most online services like Checkr, GoodHire, and Sterling offer comprehensive packages with prices starting around $30-$80, depending on the depth of the report you choose for your family.
• Comprehensive screening: $200-300 for county-level checks, employment verification, education verification, and reference checks. These thorough packages include multi-state searches and the gold-standard county courthouse searches.

Be wary of bargain-priced "instant" background checks. While they're faster and cheaper, they often rely on databases that may be incomplete or outdated. County court record checks are considered the gold standard in background screening, but they take time to complete. Bargain-priced nanny background checks may not be thorough enough to portray an accurate picture of the nanny's history.

Parents should not rely solely on database background checks. These basic database checks provide results that may be incomplete or outdated. While these checks can be a good preliminary screening tool, they should only be used in conjunction with county court record checks, which are the gold standard in background screening.

The turnaround time for thorough checks is typically 3-10 business days. Some services offer faster results-most background checks are completed within 15 minutes to one day after the nanny provides their information-but speed often comes at the expense of comprehensiveness. County courthouse searches and employment verification take longer but provide more accurate and complete information.

Who Pays for the Background Check?

This is a common question for families hiring nannies. On commercial sites and with professional services, it typically appears the employer pays for the background check. However, with some state-specific programs, the nanny or employee has to pay a registration fee.

Many families choose to reimburse their nanny for any fees paid, particularly for state registry programs. This is becoming standard practice and demonstrates your commitment to fair employment practices while still ensuring thorough vetting.

Comparing Background Check Services: What to Look For

When choosing a company for your nanny background check, consider several critical factors:

Compliance and Accreditation

Verify adherence to FCRA regulations, state privacy laws, and anti-discrimination requirements. Look for services accredited by professional organizations like the Professional Background Screening Association. All checks should be conducted in compliance with the Fair Credit Reporting Act, ensuring they meet federal legal requirements.

Comprehensiveness of Search

Understanding which databases and records the service searches is crucial. Look for services that perform county-level searches, not just national database checks. The service should search multiple levels-national, state, county, and federal-to provide the most complete and accurate information available.

Turnaround Time

Most comprehensive background checks take 1-3 business days to ensure you can proceed with your hiring quickly without compromising on thoroughness. Some instant services return results within minutes, but these typically only search limited databases and may miss critical county-level records.

Reporting Quality

Review sample reports for clarity, accuracy, and completeness of information provided to employers. The report should be easy to understand and provide clear information about the kinds of offenses a possible hire may have committed, giving you greater peace of mind when making hiring decisions.

Customer Support

Evaluate availability of knowledgeable staff to assist with questions or issues during the screening process. Professional screening companies should provide detailed explanations of their processes and offer guidance on legal compliance throughout the hiring process.

Transparent Pricing

Look for services with all costs listed upfront and no hidden fees. Some providers may hit you with additional court access and DMV fees beyond the package price. Make sure you understand the cost breakdown before committing to a service.

Beyond the Background Check: Additional Verification Steps

A formal background check is essential, but smart parents go further:

Conduct a Social Media Review

Search for your candidate online. Review public social media profiles. How do they present themselves? Are there concerning posts or photos? While you shouldn't discriminate based on protected characteristics, public social media can reveal judgment and professionalism.

Conducting an internet search on your candidate can provide additional insights into their online presence and public behavior. This informal screening can sometimes reveal information that won't appear on official background checks but might be relevant to your hiring decision.

Verify References Independently

Don't just call the numbers your candidate provides. Look up the companies or families independently to confirm the contact information is legitimate. Some candidates provide friends' phone numbers instead of actual references.

Need to find accurate contact information? Our Email Finder can help you track down verified contact details for reference checks, and our Mobile Number Finder can locate direct phone numbers when you need to verify someone's identity.

Use our Email Verifier to confirm that the email addresses provided for references are valid and active before reaching out. This simple step can save you time and help you identify any suspicious or fake references.

Request CPR and First Aid Certification

Ask for copies of current certifications. Don't just take their word for it-verify expiration dates and issuing organizations. These credentials are essential for nannies, as they may need to respond to medical emergencies when caring for your children.

Consider Drug Testing

A drug test can reveal past drug use that could be a concern, especially if the nanny will be driving your children or providing medical care. Many comprehensive screening services offer 4-panel, 5-panel, 9-panel, and 10-panel drug tests.

Drug use can put children at risk by exposing them to dangerous drugs directly or by leaving them in the care of someone under the influence. A nanny who uses drugs regularly may have impaired alertness, response times, judgment, and motor functions. Because of these risks, drug testing may be an important part of the nanny background check process.

Verify Work Authorization

For legal compliance, you may need to verify employment eligibility. Some services can help you comply with the law and verify employment eligibility with easy-to-use systems that guide and store new hire Form I-9s online and return E-Verify results instantly.

Consider a Trial Period

Even with a clean background check, consider a paid trial period before committing to full-time employment. This lets you observe how they interact with your children in real-world situations. Try doing a trial run to see how the children and nanny get along.

The right caregiver isn't just one who can pass a pre-employment investigation and say the right things in the interview; it's someone who feels like the right choice. A nanny will often become a part of the family, so finding someone who works well with you and your kids is necessary.

State-Specific Considerations

Background check laws vary significantly by state. Here are some key variations to be aware of:

California

Has strict requirements under the Investigative Consumer Reporting Agencies Act (ICRAA), including disclosure and written consent requirements. California also offers TrustLine, a specialized service with access to databases not available to private companies.

TrustLine was created by the California Legislature to give parents an important tool to use when selecting a caregiver for their children. All child care providers listed with TrustLine have submitted their fingerprints to the California Department of Justice and have no disqualifying criminal convictions in California.

Caregivers Registered with TrustLine have no disqualifying criminal convictions, arrests, or substantiated child abuse reports in California. Applicants submit a TrustLine application and an application processing fee of $43, to the California Department of Social Services (CDSS), and their fingerprints to the Department of Justice (DOJ) for a fee of $64. When applicants fingerprint, a fingerprint scanning fee that varies by Live Scan vendor will be collected along with the DOJ fee. Since the Live Scan fee varies, the total fee of approximately $143 to go through TrustLine is a one-time only fee.

TrustLine has been California's background check for babysitters and nannies for over 30 years, and over half a million applicants have gone through this background screening. Thousands of applicants who have applied to be on the TrustLine registry have been disqualified because of past criminal activity.

Remember, all employment agencies (nanny and babysitter placement agencies) in California are required by law to register their caregivers with TrustLine upon placement.

New York

Has specific protections for domestic workers under its Domestic Workers' Bill of Rights. If your candidate currently lives in New York or has lived there in the past seven years, a New York Statewide Criminal History (or OCA Search) may be triggered. There is an additional fee for New York OCA searches of approximately $100, which is a fee charged by the New York OCA, not by background check providers.

Ban-the-Box States

Many states and cities have laws restricting when employers can ask about criminal history. Some require a conditional offer before running background checks. Currently, 37 states plus the District of Columbia have adopted what is widely known as "ban the box," along with over 150 cities and counties nationwide.

These policies provide applicants a fair chance at employment by removing conviction and arrest history questions from job applications and delaying background checks until later in the hiring process. Some ban-the-box laws prohibit employers from asking about criminal history on initial job applications and require waiting until after the first interview or after making a conditional offer.

Robust fair-chance hiring laws delay records-related inquiries until after a conditional offer of employment and ensure a fairer decision-making process by requiring employers to consider the job-relatedness of a conviction, time passed, and mitigating circumstances or rehabilitation evidence.

Other State Variations

Before running a background check, check your state's labor and privacy laws. The National Conference of State Legislatures (NCSL) and your state's Department of Labor website are good resources for current guidance.

While most states don't require private families to run background checks on nannies, some do impose rules in specific cases-such as when care is publicly funded or facilitated through an agency. Staying informed about your state's expectations helps you avoid potential legal or financial risks.

How to Talk to Your Nanny About Background Checks

Asking for a background check can feel awkward, but it doesn't have to be. Frame it as standard practice, not personal suspicion.

A simple approach: "We're excited about moving forward! As part of our standard hiring process, we run background checks for all candidates. I hope you understand!"

Most professional nannies expect this and may even appreciate that you take safety seriously. In fact, some nannies proactively run background checks on themselves to provide to prospective employers as a trust-building measure. Before applying for a nanny position, candidates can run a background check on themselves. This allows them to review what may show up and identify any inaccuracies in advance.

While it doesn't replace a formal background check run by an employer, providing potential employers with a background check report and resume can help establish trust during the hiring process. A nanny who provides their own background check demonstrates transparency and can set themselves apart from other candidates.

Being upfront about running a background check shows that you're serious about creating a safe, respectful working relationship. This transparency sets the stage for a trusting, successful working relationship from the start.

Addressing Concerns or Questions

If concerns arise from the background check, always address them calmly and professionally with your nanny. Use neutral language to frame the conversation, like, "I noticed something on the background check that I wanted to clarify with you."

Avoid jumping to conclusions and gather all the facts before having a conversation. Always communicate openly with your candidate about any concerns and how to proceed. This respectful approach maintains dignity while allowing you to gather the information you need to make an informed decision.

Common Mistakes to Avoid When Screening a Nanny

Even well-intentioned parents make errors during the background check process. Avoid these common pitfalls:

Relying Only on Database Checks

The nationwide database check should be used in conjunction with, and not as a replacement for, county court record checks. These nationwide database searches may not include all states and counties, and the information may not be up to date. If a possible record is found on a nationwide database check, further research should be done at the county courthouse.

Skipping the DMV Check

Check DMV records, even if the nanny will not be driving. Either require that the nanny provide you an original, current DMV record or order this search independently as part of the criminal background check. Driving records can reveal patterns of behavior relevant to childcare even if transportation isn't part of the job description.

Not Checking All Names and Addresses

The basic single county criminal check is a good starting point for nanny screening. However, most families find that the history of the individual caregiver applicant and the nature of the job necessitates adding different searches to be thorough. At a minimum, all names and all addresses that were found by the SSN trace should have in-court county level records checked.

Failing to Verify Reference Contact Information

Never employ a nanny without independently verifying reference contact information. Some candidates provide friends who pose as former employers. Look up companies or families independently to confirm legitimacy.

Ignoring Your Instincts

Taking the time and care to find the ideal choice will lead to peace of mind. Trust your gut instincts in addition to background check results. The combination of thorough screening and personal assessment creates the best hiring outcomes.

Not Conducting Follow-Up Conversations

You can learn much about someone just by sitting with them for an interview. Based on your job description, map out the specific questions you want to ask during your interview. Compare their answers with the results of the background check to make sure they were forthcoming.

However, when you're preparing your list of questions, make sure you stay away from any potentially illegal questions-that is, questions that address candidates' race, gender, marital status, sexual orientation, religion, or any other topic that could raise concerns of bias.

Understanding Your Legal Obligations as a Household Employer

When you hire a nanny, you become a household employer with specific legal responsibilities beyond just running a background check.

Fair Credit Reporting Act (FCRA) Compliance

The Fair Credit Reporting Act governs background checks in the U.S. You must obtain written consent from the individual before conducting a background check. This isn't just a "nice to have"-it's a legal requirement. Conducting a background check without proper consent can expose you to legal liability.

You must provide the candidate with the Summary of Rights when a pre-employment background check is ordered. You are required to explicitly acknowledge that you understand and agree to adhere to these obligations when your order is placed.

Background check services should keep the signed authorization form on file for 5 years-legally it must be available for audit.

Equal Employment Opportunity Commission (EEOC) Guidelines

Be aware of anti-discrimination laws and understand regulations like the Fair Credit Reporting Act (FCRA), which governs how background check information can be used and reported. The EEOC provides guidance on how employers should handle criminal conviction information revealed on background checks.

Before you decide not to hire an applicant because of a criminal conviction, you must weigh the conviction as it relates to the job's duties and workplace safety concerns. Employers must consider the job-relatedness of a conviction, time passed, and mitigating circumstances or rehabilitation evidence.

State and Local Employment Laws

Since household employment laws vary by state, familiarize yourself with your jurisdiction's specific requirements. Resources like the National Background Check Program (NBCP) provide guidance on best practices for childcare hiring.

Nannies Running Background Checks on Themselves

Professional nannies increasingly run background checks on themselves before applying for positions. This proactive approach offers several benefits:

Identifying Errors in Advance

Running a background check on yourself allows you to review what may show up and identify any inaccuracies in advance. If errors exist, you can work to correct them before a potential employer discovers them.

Building Trust with Families

While it doesn't replace a formal background check run by an employer, providing potential employers with your background check report and resume can help establish trust during the hiring process. This demonstrates transparency and can set you apart from other candidates.

Streamlining the Hiring Process

Some background check services make it easy for nannies to run personal background checks and download results as PDFs, which can be shared with families during interviews. This speeds up the hiring process and shows professionalism.

What Happens If Something Shows Up?

Finding information on a background check doesn't automatically disqualify a candidate. Understanding how to interpret and respond to findings is crucial.

Understanding Context

Not all findings automatically disqualify candidates from nanny positions. Employers need to understand the context and relevance of different types of information. Consider the nature of the offense, timing, and circumstances.

It depends on the specific offense, timing, and circumstances. While certain crimes result in automatic disqualification, many employers consider rehabilitation, job relevance, and time elapsed when making hiring decisions within legal guidelines.

Having the Conversation

If concerns arise from the background check, address them calmly and professionally. You can then compare their answers with the results of the background check to make sure they were forthcoming. Families often learn information in the basic check that causes them to expand the initial search.

Disputing Inaccurate Information

If you or your nanny have a dispute with the information provided in the final report, contact the background check provider with a copy of the report, if possible, and indicate what item is being disputed. Disputes may require reinvestigations, which could result in additional fees.

Common Limitations of Background Checks

Common limitations of background check reports include timing delays for recent court filings. Although background checks are not always 100% reliable or accurate, they can help you get a better sense of the risk an individual may pose and give you an opportunity to discuss the circumstances surrounding any criminal records that may be uncovered.

Special Considerations for Different Nanny Arrangements

Live-In vs. Part-Time Nannies

Both live-in and part-time nannies should undergo the same comprehensive background screening. The level of access to children and family property requires consistent safety standards regardless of employment arrangement or schedule.

Au Pairs and International Candidates

Pre-employment background searches are not available on candidates outside the U.S. and Canada for most standard services. For international candidates, you may need specialized services that can conduct background checks in their home countries.

If your candidate does not have a U.S. Social Security Number, some services can still run vital reports. The SSN is used for address history and additional name verification but has no effect on criminal reports, which use name and date of birth only. Candidates may provide an ITIN (Tax ID Number) or alternative documentation.

Occasional Babysitters

Some parents wonder whether it's too much to expect occasional babysitters to be background checked. The answer depends on your comfort level and the frequency of care. While the process may seem excessive for infrequent sitters, consider that the screening process exists to catch the small percentage who may pose risks.

Many families handle this by using nannies who are already background-checked for occasional sitting or by requesting that regular sitters complete the process, especially if they'll be alone with children regularly.

Nanny Shares

When multiple families share a nanny, coordinate the background check process. Typically, one family runs the comprehensive check and shares the results (with the nanny's permission) with other families in the share. This reduces costs while ensuring all families have access to the same safety information.

The Role of Technology in Modern Background Checks

Technology has transformed the background check process, making it faster and more comprehensive than ever before.

Electronic Screening Platforms

Many background check services now offer fully online processes with no forms to sign or fax. Background checks are fully FCRA compliant, with candidates receiving a link to secure online authorization forms where they enter their personal information.

Advanced systems scan millions of entries across numerous criminal and credit databases to verify records. Reports are often emailed to both you and the nanny near-instantly, so you can make hiring decisions sooner.

Real-Time Updates

Some premium services offer ongoing monitoring that alerts you to any new criminal activity after the initial hire. This provides continuous peace of mind throughout the employment relationship.

Mobile Access

You can use modern background check services anytime, anywhere to run nanny caregiver background checks. This convenience allows families to move quickly when they find the right candidate.

Industry Standards and Professional Organizations

Understanding what professional nanny organizations require can guide your own background check standards.

Professional Nanny Associations

The International Nanny Association mandates criminal background screenings for professional members. The Association of Premier Nanny Agencies (APNA) requires all member agencies to conduct background checks as standard practice.

Following these professional standards ensures you're meeting or exceeding industry best practices, even when hiring independently rather than through an agency.

Accredited Background Screening Companies

Look for background check providers with accreditation from the Professional Background Screening Association. These companies have demonstrated their commitment to accuracy, compliance, and professional standards. Some established providers have 15+ years of experience and full accreditation, giving you peace of mind that you're working with credible companies.

Building a Comprehensive Hiring Checklist

Create a systematic approach to hiring that includes background checks as one component of thorough vetting:

1. Initial Application Review: Screen candidates based on experience, qualifications, and preliminary fit
2. Phone Interview: Conduct initial conversations to assess communication skills and basic suitability
3. In-Person Interview: Meet candidates face-to-face, ask detailed questions, and observe how they interact with your children
4. Request Written Consent: Have candidates sign authorization forms for background checks
5. Gather Required Information: Collect all necessary data for comprehensive screening
6. Order Background Check: Submit information to your chosen screening service
7. Conduct Independent Reference Checks: Contact references directly using independently verified contact information
8. Review Social Media: Check public profiles for red flags
9. Verify Certifications: Confirm CPR, First Aid, and education credentials
10. Review Background Check Results: Carefully analyze findings and distinguish red flags from yellow flags
11. Address Any Concerns: Have conversations about any issues discovered
12. Make Hiring Decision: Consider all information holistically
13. Implement Trial Period: Start with a paid trial to observe real-world interactions
14. Formalize Employment: Create a detailed nanny contract outlining expectations, duties, and compensation

Resources for Finding Qualified Nanny Candidates

Once you understand how to conduct background checks, finding quality candidates becomes the next step.

Nanny Agencies

Professional nanny agencies typically conduct preliminary screenings and background checks on their candidates. However, many families choose to conduct independent background checks even when working with agencies for added assurance.

Agencies understand the unique needs of family employers and can provide valuable guidance throughout the hiring process. They typically have established relationships with background check providers and can streamline the process.

Online Platforms

Various online platforms connect families with nanny candidates. However, the quality of background checks provided by these platforms varies significantly. Many families find that running their own comprehensive background check through a specialized service provides more thorough results than platform-provided screenings.

Personal Referrals

Referrals from trusted friends and family can be excellent sources for nanny candidates. However, even with personal recommendations, always conduct a thorough background check. A friend's positive experience doesn't eliminate the need for verification.

Long-Term Safety Practices

Background checks are just the beginning of creating a safe childcare environment.

Ongoing Communication

Maintain open lines of communication with your nanny. Regular check-ins about challenges, concerns, and successes help you stay informed about what's happening when you're not home.

Trust Your Children

As children get older, listen when they talk about their experiences with the nanny. Age-appropriate questions can reveal important information about the care your children receive.

Periodic Re-Screening

Some families conduct updated background checks periodically, particularly for long-term nanny relationships. While not legally required, this practice can provide ongoing peace of mind.

Home Security Measures

Consider using nanny cams, security systems, or other monitoring tools if they make you more comfortable. Be sure to comply with state laws regarding recording and notify your nanny appropriately about any monitoring systems.

Final Thoughts: Invest in Peace of Mind

Running a thorough background check on your nanny isn't about suspicion-it's about responsibility. You're trusting someone with your children's safety, your home, and your peace of mind. This level of trust demands thorough verification.

Take the time to do it right. Use comprehensive services that check county-level records rather than just national databases. Verify references independently using tools like our Email Finder and Mobile Number Finder to track down verified contact information. Check driving records if transportation is involved. And don't skip steps to save money or time.

The cost of a thorough background check-even a comprehensive $300 screening-is minimal compared to the peace of mind it provides. Consider that this investment equals just a few days of childcare costs but provides protection that lasts throughout your employment relationship. Your children's safety is worth the investment.

While interviews, reference checks, and trial days are all necessary to ensure you and your potential new employee are the right match, a background check gives you an extra layer of protection and peace of mind. Think of a nanny background check as a way to confirm that the person you're trusting with your little ones is reliable, safe, and exactly who they say they are.

A clean background check will help you feel even more confident about your decision to hire your nanny. You may already have a strong sense of your nanny's character from interviews and references. A background check adds another layer of reassurance-helping you verify important details and build trust from the outset.

Remember, parenting can come with enough question marks-who's caring for your kids shouldn't be one of them. Start your screening process today with our free Background Checker tool to get an initial assessment and trust score before investing in professional services.

For more tools to help verify potential employees and business contacts, explore our other free resources including the Email Verifier to confirm contact information is valid, the Tech Stack Scraper for researching companies your nanny previously worked for, and the B2B Company Finder to locate and verify former employers.

By combining thorough background checks with careful interviewing, independent reference verification, and your own good judgment, you'll find a nanny you can trust to care for your most precious assets-your children. The investment in comprehensive screening today pays dividends in safety, security, and peace of mind for years to come.