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It is vital to conduct preemployment 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. Preemployment 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 to 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 business 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.

When conducting a preemployment background screens, it is important to understand that there is certain information that you are not permitted, by law, to use in determining an individual to be worthy of employment for a daycare center. An example would be a disability. Other examples of items that should not be used in determining employment at your new child care center include previous debts, low credit scores, and medical conditions. However, if any of these items pose a significant danger to the overall health of the daycare establishment, you may use these things as determining factor. An example would be a severely contagious disease.

Realize that timing is vital when organizing your background checks for potential employees of your new daycare business. The results may take up to two weeks to return although many companies may respond in as little as three days. However, these services will be relatively more expensive. So, plan your recruitment drive with this point in mind. It is important for you to place the returned screening in a file designed to track documents on that particular person in your daycare center. This is sensitive and personal information so keep it in a secure place.

Background screens should be conducted on all prospective employees including those not 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. It is very important to ensure that your center has the highest rated safety so this aspect of your recruitment process is vital.

Fiona Lohrenz is somewhat of an expert on child care having run her own day care for a decade. She writes about her experiences on her childcare website and shares even more on her 'Start a ChildCare Business' DVD guide: StartChildCare.com You can find her at her website: ChildCareOnly.com