Why Background Checks Matter More Than You Think
Most families understand that running a background check on a nanny candidate is important. Fewer understand what a thorough background check actually includes, what the results mean, or how to interpret findings that are not straightforwardly disqualifying.
A background check is not a pass/fail test. It is a source of information that, combined with reference checks, interviews, and your own judgment, helps you make a more informed decision. This guide explains what to look for, what services to use, and how to think about results that require interpretation.
If you are still in the early stages of the hiring process, our step-by-step guide to finding a nanny covers the full search and selection process, of which background checks are one component.
What a Comprehensive Nanny Background Check Should Include
Not all background checks are equal. A basic check might search a single national database and return results in minutes. A comprehensive check takes longer but provides meaningfully more reliable information. Here is what a thorough nanny background check should cover:
Criminal history search: This is the core of any background check. A comprehensive criminal search should include county-level court records in every county where the candidate has lived, worked, or attended school over the past seven to ten years — not just a national database search. National databases are useful but incomplete; they aggregate records from various sources and often miss recent filings or records from jurisdictions that do not report consistently.
Sex offender registry check: This should be a separate, explicit search of the national sex offender registry and the registries of every state where the candidate has lived. Some background check services include this automatically; others require you to request it specifically.
Driving record check: If your nanny will be driving your children — to school, activities, appointments, or anywhere else — a motor vehicle record (MVR) check is essential. This reveals license status, any suspensions or revocations, traffic violations, and DUI history. A candidate with multiple recent moving violations or a suspended license should not be driving your children regardless of how strong the rest of their application is.
Identity verification: Confirm that the candidate is who they say they are. Identity verification checks the candidate's Social Security number against public records to confirm it is valid, was issued to the person using it, and has not been flagged for fraud.
Employment and education verification: While not always included in standard background check packages, verifying that a candidate actually worked where they say they worked — and for the duration they claimed — is worth the additional step. Discrepancies between a resume and verified employment history are a significant red flag.
Reference verification: Technically distinct from a background check, thorough reference verification is equally important. Call references directly — do not rely on written letters — and ask specific, open-ended questions about the candidate's performance and reliability.
Choosing a Background Check Service
Several reputable services specialize in household employment background checks. When evaluating options, look for services that conduct county-level criminal searches (not just national database searches), include sex offender registry checks, offer driving record searches, and comply with the Fair Credit Reporting Act (FCRA).
FCRA compliance matters because it governs how background check information can be used in employment decisions. If you take an adverse action — declining to hire someone — based on background check results, FCRA requires you to follow specific procedures, including providing the candidate with a copy of the report and a summary of their rights. Using a compliant service ensures you are protected.
Nanny placement agencies typically run background checks as part of their placement process, which is one of the significant advantages of working with an agency versus conducting a DIY search. Our comparison of nanny agencies vs. DIY hiring covers this in more detail.
How to Interpret Background Check Results
Most background checks come back clean. When they do not, the results require careful interpretation rather than automatic disqualification.
Minor traffic violations: A speeding ticket from several years ago is not a meaningful concern for most families. A pattern of recent violations, or any DUI history, is a different matter — particularly if the nanny will be driving your children.
Old, minor criminal records: A misdemeanor from fifteen years ago — particularly one that does not involve children, violence, or dishonesty — may not be disqualifying depending on the circumstances. Context matters. A candidate who is transparent about their history and can speak to it honestly is in a very different position than one who omitted it from their application.
Recent or serious criminal history: Any conviction involving violence, abuse, neglect, or crimes against children is disqualifying. Fraud, theft, or dishonesty convictions warrant serious consideration, particularly for a role that involves access to your home and your family's private life.
Discrepancies between stated and verified history: If a candidate claimed to have worked somewhere for two years and the employer verifies one year, or if a claimed certification cannot be verified, treat this as a serious red flag. Dishonesty on an application is a meaningful predictor of behavior in the role.
The Legal Framework: What You Can and Cannot Consider
Background check law is complex and varies by state. Some states have "ban the box" laws that restrict when and how employers can ask about criminal history. New York, for example, has specific rules about what criminal records can be considered in employment decisions and requires employers to conduct an individualized assessment before declining to hire based on criminal history.
This is another area where working with a placement agency or consulting a household employment attorney can protect you. The legal landscape around background checks and employment decisions is not intuitive, and getting it wrong can create liability.
When to Run the Background Check
Run the background check after you have identified your preferred candidate and made a conditional offer — not before. Running checks on every applicant is expensive and, in some jurisdictions, legally problematic if done too early in the process. The standard sequence is: interview, reference check, conditional offer, background check, final offer.
Make clear to the candidate that the offer is contingent on a satisfactory background check. Most candidates expect this and will consent readily. A candidate who refuses to consent to a background check for a childcare role is providing you with important information.
Beyond the Background Check
A background check tells you about a candidate's past. It does not tell you whether they are the right fit for your family, how they will interact with your children, or whether their caregiving philosophy aligns with yours. These questions are answered through interviews, reference calls, and the trial period.
Once you have found the right person and completed your due diligence, the next step is formalizing the arrangement with a written work agreement. Our guide to writing a nanny contract covers everything the agreement should include.
At Crown Nannies, background checks are a standard part of our placement process. Every candidate in our network has been screened before we present them to families. To learn more about how we vet our nannies, call 209-352-8838 or email hanna@crownnannies.com.