Let's Talk About Nanny Screening

Ask any parent hiring a nanny and of course they will tell you that pre-screening the nanny is terribly important. Many parents engage nanny agencies to help with their nanny search so they have someone responsible for the screening process. Increasingly, in these tough economic times, parents are turning to online resources to locate nannies, or depending on neighborhood word of mouth. When that happens, the parents are 100% responsible for all nanny screening, despite some online claims to the contrary.

What exactly is nanny pre-screening? Definitions will vary between agencies and families. In general, the following will apply:

1. Thorough interviewing. This is when you verify all of your non-negotiable items, such as nanny needs a driver's license, nanny must be CPR certified, nanny must swim, nanny must cook - this list is unique to each family. In person interviewing in a neutral public location is strongly recommended. Don't interview in your home until you have met the nanny at least once. The in person interview is also a good time for you both to assess your "match" - do you click? If you don't feel you could work with the person, move on.

2. Verify Identity. Ask to see a government issued photo ID at the in person interview, and request that the candidate show you proof of authorization to work in the United States. This can be a US Social Security Card, a US Passport, a green card, or a visa with work authorization - double check the name and photo match the candidate. If not certain what documents to accept, download the DHS Form I-9 and instructions.

3. Thorough reference checking. You should try for a minimum of 3 non-related references - friends and family are not acceptable. For the younger candidate, you may speak to a school guidance counselor, pastor, youth group leader, etc. References who have observed the candidate working with children are the best.

4. Purchase a background check. Pre-employment background checks are regulated by the Fair Credit Reporting Act (FCRA) and require that the candidate provide you with a signed authorization to release the report to the hiring family. Generally a conditional offer of employment has been extended and accepted before you go to this step. Absolutely do an address verification, obtain criminal background checks in each county the candidate has lived in for the last 7 years, national sex offender database check (U.S. Department of Justice is the best source), and a driving records search if the nanny will be required to drive.

Some families will ask for a credit check of the nanny. Reputable background screening companies cannot provide this too you. If it is terribly important you may ask the candidate to order the credit report and provide to you - consider covering the expense. Be warned, however, that many candidates feel that a credit check is unreasonably intrusive on the part of a potential employer and will walk away from the job.

The last step is to document the employment agreement - a written work agreement makes sure everyone is on the same page regarding hours, benefits, compensation, taxes, confidentiality, duties and the like.

Families are feeling the squeeze in this economy. We urge you not to cut corners in nanny screening - your children depend on your due diligence. Background checks provided by our affiliate 4nannies.com are FCRA compliant and return results in 2 - 3 business days. The International Nanny Association publishes standards for nanny screening - if you use an agency ask them if they adhere 100% to these standards. For your own records, request that the agency provide you a copy of the pre-employment screening report too.

Other Resources
10 Tips: Effective Nanny Screening
10 Tips: Common Nanny Hiring Mistakes