Requires a few inexpensive searches
By Wall Street Journal columnist Sue Shellenbarger
Work & Family Mailbag
© October 18, 2007; Page D3
Q: I need to hire a nanny. Can you offer tips for background checks? How can I cover the basics without launching an FBI investigation? D.P., Plano, Texas
A: For candidates over 18, a background check is a good idea and can usually be done for roughly $100 to $200 or less. The first step is to verify a candidate's Social Security number and past addresses; this tells you where to search for any arrest or criminal records, says Michael Gerard, executive director of The Sitter Cafe (www.sittercafe.com), Solon, Ohio, an online sitter search service.
Second, you'll need a county criminal-records check from each county where the candidate has lived, to uncover any assault, theft, check-kiting or disorderly conduct cases -- "the common types of convictions you're looking for," Mr. Gerard says. Third, you'll need a check of criminal and sex-offender records in the states where the candidate has lived. You also should have the candidate's driving and credit records checked, Mr. Gerard says.
Getting all this information requires access to county courthouses, as well as motor-vehicle departments and credit bureaus. Licensed private investigators can conduct such searches, and some nanny agencies will arrange background checks. They also can be purchased online at such Web sites as... www.usinformationsearch.com. Be aware that this type of background check by law requires a candidate's written permission. Another option: The Web site www.mybackgroundcheck.com offers background-check services at the applicant's request.
Finally, the background check is only part of a thorough screening, Mr. Gerard adds. Also ask for and verify candidates' employment history, and interview references in depth.
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Editor's Notes:
1. FBI SEARCH? Unless you suspect your prospective care povider may have robbed a bank or committed some other federal offense, conducting a federal records search is probably unnecessary and a waste of time and money. The focus of your ivestigations should be in the local jurisdictions where the candidate lives now and has resided in the past.
2. Fingerprints are a great tool for identifying an unknown person. They usually are not of any use in conducting a background check on a babysitter or nanny.
3. Be wary of anything called a "statewide" or "national" criminal records search. Reports withtitles such as these promise results at a very attractive cost but usually fail to include key information such as current misdemeanor convictions, local arrests and convictions or complete, up-to-date county level records. Use inexpensive reports like these to supplement your conty level records searches.
4. A credit check is usually only necessary when you are hiring Live-In help or for a position where the employee will have access to your valuables and personal information. What you want to avoid is someone who may have more debt than they can possibly manage on the income your job will provide.
5. Nothing will tell you more about a candidate than the parent who has employed the candidate as a child care provider in the past. Conduct a telephone interview with each reference provided. Trust your instincts. If you feel uncomfortable about a candidate, move on to the next prospective employee.
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