How to Perform a Modern Nanny Background Check

Performing a nanny background check today means using fingerprint-based criminal searches where possible, checking the National Sex Offender Public Website and relevant state child-protection registries, verifying employment and references, reviewing motor-vehicle records and certifications, and observing online footprints. Obtain written consent when using consumer reporting agencies and follow FCRA and state rules. A clear, documented process reduces risk and protects both your family and the candidate's rights.

Why run a nanny background check

Hiring a nanny is a responsibility that goes beyond skill and personality. A focused background check helps you confirm identity, assess risk, and protect your children. Many families now combine professional screening with personal reference checks and interviews.

What to check

Criminal records and fingerprints

Use a criminal-background check that includes fingerprint-based searches where possible. Fingerprint checks (state and FBI) provide higher accuracy than name-only searches and can capture out-of-state records.

Sex offender and child-abuse registries

Search the National Sex Offender Public Website (NSOPW) and any state child-abuse and neglect registries where the candidate has lived or worked. Many states maintain central registries for child-protection screening.

Employment history and references

Verify prior nanny or caregiver jobs, dates of employment, and responsibilities. Call listed references and ask specific questions about reliability, interactions with children, and any concerns.

Driving record and certifications

If the job requires driving, request a motor-vehicle record (MVR) check. Confirm relevant certifications such as pediatric CPR and first aid and verify training completion dates.

Online footprint and identity verification

Review the candidate's social-media profiles and publicly available online information for any red flags. Always confirm identity with government-issued ID and, when required, right-to-work documentation.

Legal and privacy considerations

Follow federal and state rules for employment screening. If you use a consumer reporting agency, obtain written consent and follow the Fair Credit Reporting Act (FCRA) procedures for disclosure and adverse-action notices. Check state-specific rules on what screenings are permissible and how long records remain reportable.

How to run a check (practical steps)

1. Ask the candidate for permission and explain which checks you will run.

1. Collect identifying details: full legal name, date of birth, Social Security number (if required for fingerprinting), and addresses for the past seven to ten years.

1. Run or commission fingerprint-based criminal checks and sex-offender searches for relevant states.

1. Verify employment history and contact at least two references from recent positions.

1. Request driving-record checks and copies of certifications when applicable.

1. Review online information and meet the candidate in person for a trial day if possible.

Final considerations

No check eliminates all risk, but a consistent, documented process reduces it substantially. Balance thorough screening with clear communication and respect for the candidate's privacy and legal rights.