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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.

Anyone who applies for employment at your daycare should be given a preemployment background screen contract. This form should inform the potential employee that they are providing you with the permission to conduct an investigation on them. You may, like many companies, provide an option for them to consent to a drugs test. You can make consent necessary for employment consideration. Being that you are opening a child care service center, this is something you should definitely consider. The safety of the children is paramount.

When conducting preemployment background screens, it is imperative that you find a dependable outside company to work with that will provide these services to you at a good rate. Many of these companies offer discounts to new businesses, and businesses that deal with children, such as a daycare. It is important to inquire about any special rates and/or discounts when researching various companies that provide background check services. You should also contact the insurance provider of your daycare center to determine if you can receive discounts on your insurance costs due to the fact that you require preemployment background screening.

Certain information is not permissible, 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 because if they were to pose a significant danger to any aspect of your business or the people therein i.e a severely contagious disease, then you may have grounds for not hiring an individual.

Timing is vital when organizing 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.

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 drew on her 10 years experience of running a day care to found ChildCareOnly.com and produce a 'How to Start a ChildCare Business' DVD guide: StartChildCare.com Fiona can be reached at her website: ChildCareOnly.com