Background screening is one part of a careful nanny-hiring process. It can help a family verify information and identify concerns, but it should be combined with interviews, direct reference conversations, identity checks, and clear employment expectations.
No background check can guarantee safety or predict future behavior. Records may be incomplete, outdated, inaccurate, or listed under a different name. Families should evaluate relevant information in context and continue using sound judgment throughout the placement.
Use a layered screening process
Depending on the role, available records, provider, and applicable law, a professional process may include:
- Identity and address-history verification.
- County, state, and federal criminal-record searches in relevant jurisdictions.
- National Sex Offender Public Website searches.
- Motor-vehicle records when driving is part of the job.
- Employment and education verification when relevant.
- Direct, detailed conversations with professional childcare references.
- Verification of current CPR and first-aid training.
A broad database search alone is not enough. Name matching can produce false positives, and a “national” database may not include every court or recent record. Results should be confirmed using appropriate source records and reviewed for identity, accuracy, relevance, and timing.
Families should ask any agency or screening provider exactly which searches are included, which jurisdictions are covered, how identity is matched, and who reviews possible records. Review Notable Nannies’ placement process and published candidate standards before beginning a search.
Consent, privacy, and fair process matter
When a family or agency obtains a consumer report from a background-check company for employment purposes, the federal Fair Credit Reporting Act may apply along with state and local laws. The employer generally must give the candidate a clear disclosure and obtain written authorization before ordering the report.
If report information may lead to an unfavorable hiring decision, the candidate generally must receive required pre-adverse-action materials—including a copy of the report and a summary of rights—and a reasonable opportunity to review or dispute inaccuracies before a final decision. A final adverse-action notice may also be required.
The Federal Trade Commission’s guide, Background Checks: What Employers Need to Know, explains the federal process. Families should use a qualified screening provider or employment professional for situation-specific guidance.
Screening information should be kept private, shared only with people who need it for the hiring decision, stored securely, and disposed of properly.
What about credit checks?
Credit reports are rarely relevant to ordinary nanny duties and are restricted in some jurisdictions. They should not be treated as a standard measure of honesty or caregiving ability. If a household role includes substantial financial authority and a credit report may be job-related, the employer should first obtain legal guidance and follow every applicable notice and consent requirement.
Screening supports—not replaces—good hiring
Families should ask consistent, job-related interview questions; verify references directly; discuss discipline, communication, driving, emergency readiness, and schedule needs; and use a written employment agreement. A paid working interview may help evaluate interaction, but it does not replace references or screening.
After hire, ongoing communication, clear boundaries, and age-appropriate supervision remain essential. Read our guide to choosing the right long-term nanny.
Start a Triangle nanny search
Families in Raleigh, Durham, Chapel Hill, Cary, Apex, and nearby communities can apply for a long-term placement.
Last reviewed August 2026. This article provides general information, not legal advice. Screening scope and legal requirements vary.
