Tips for Screening Staff Applicants When Opening a Daycare

It is vital to conduct pre-employment background screens when opening a daycare. These checks safeguard both you and the children in your care. They establish two things. The first is to verify that the person applying for the position within your childcare center is indeed the person they claim to be. The second would be to expose any criminal history which could prove detrimental to the safety of all concerned. Pre-employment background checks can also incorporate a drugs tests. The safety of staff and children plus avoiding future legal challenges are the main reasons you should conduct said checks.

The first thing you do when someone applies to work at your new daycare business is to have a background screen contract on hand. The candidate should be informed of the purpose of the contract i.e. they are giving you permission to conduct a background investigation on them. You may, like many companies, provide an option for them to consent to a drugs test. Considering the nature of your potential business it is advisable to include said drugs test. The safety of the children is paramount.

Naturally, due to time constraints on you and the specialized nature of the background checks you will need to outsource to a dependable company. Research different options and haggle for a good rate, many companies offer discounts to new businesses and businesses that deal with children. Check with existing, reputable daycares what companies they use and what rates they are paying. Also, contact your insurance provider to determine if, because you require background screening at your facility, you are eligible for discounts.

Certain information is not permissable, by law, to be used in determining the suitability of a candidate. For example you cannot use a disability as grounds for deeming someone unworthy of employment. Nor can you use previous debts, low credit scores or medical conditions. These would be considered discrimination and could land you in a lot of trouble. However, you need to assess the overall welfare of your daycare center when considering any of the above. If they were to pose a significant danger to any aspect of your business or the people therein i.e a severly contagious disease, then you may have grounds for not hiring an individual.

Timing is vital when organising your background checks for potential employees of your new daycare business. Many companies can take up to two weeks to return results. Others may respond in as little as three days but these tend to be the more expensive option. So, plan your recruitment drive with this point in mind. Place the returned screening in the candidates file and keep in a secure place i.e. a locked filing cabinet. Remember, this is sensitive, personal information.

Finally, when opening your daycare center you should perform background checks on all employees not just those working directly with the children. So, you might consider your cook, administrator or janitor. Anyone that will be working in your center with access to the children, however limited. Remember, the safety and welfare of the children is paramount at all times.

Fiona Lohrenz has spent the past 10 years minding other people's children and her own. She writes about her field on her childcare website. he has also used this knowledge to produce a 'Start a ChildCare Business' DVD guide. You can find her at her website: www.childcareonly.com/products/start-a-child-care-business-in-the-usa/

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